Yesterday’s CED covered the two big not-required-but-necessary HR tasks—policies and job descriptions. Today, specifics on essential functions, plus an introduction to a popular digital collection of pre-written job descriptions. [ Yesterday’s tips on job descriptions are here. ] Outcomes...

What are the two major challenges for HR that aren’t required but are necessary? Policies and job descriptions? True, no law requires them, but you’re begging for lawsuits if you try to get along without them. Policies/Practices/Protocols Why do you need policies? You don’t want your...

> In yesterday’s CED , we discussed the importance of job descriptions. Today, key components—plus an in-depth, fully updated desk reference for California employers on job descriptions and much more. Our job description experts both yesterday and today are San Francisco attorneys Mark...

Can’t we deal with job descriptions later? No—you need lean, practical job descriptions that accurately reflect essential job duties, say San Francisco attorneys Mark Schickman and Cathleen Yonahara. They serve an important, if not necessary, function in virtually every significant employment...

No HR document is more important than the job description. It’s the architectural blueprint of your company, showing what all parts of the organization do, how they interrelate, and who sees that the work gets done. Fill out a recruitment ad and you’re reflecting a job description. Plan staffing...

Yesterday , we covered methodology and appraisal in layoffs. Today, we look at the role of job descriptions—and at a valuable job description development and storage system. If anyone questions your selections for layoff (and, yes, someone is going to question them), and you considered skills and...

This should come as no shock, but people don’t like to get fired. And when they do get fired, they look for someone else to blame. Guess who? “You fired me because I’m X (fill in the blank with the name of a protected class).” That’s one lawsuit, but that’s not the...

Writing job descriptions that are compliant with federal statutes, such as the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Fair Labor Standards Act (FLSA), as well as their California counterparts, can be difficult. In an effort to word things clearly...

Yesterday , we looked at the first 5 of our "Top 10" list of common hiring mistakes made by California employers. Today, the rest of the Top 10 – plus an upcoming webinar you won't want to miss. [ For mistakes 1-5, click here.] 6. Not using offer letters Offer letters, like job descriptions...

Given the recent state of the economy, most employers have been more concerned with how to conduct effective layoffs than with avoiding mistakes in the hiring process. Yet as the economy gradually (if fitfully) shows signs of improvement, companies need to prepare to hire again. Are you ready? Now is...

A job description need not account for every task that might ever be done. Here are the most critical components of a good job description. Heading Information This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood...

Should our company use job descriptions? How long should they be, and what information should they contain? Do they really serve a useful purpose? Employers' attorneys get those questions all the time, and the answer is always the same: Yes. Employers should use lean, practical job descriptions that...

No HR document is more important than the job description. It's the architectural blueprint of your company, showing what all parts of the organization do, how they interrelate, and who sees that the work gets done. Fill out a recruitment ad and you're reflecting a job description. Plan staffing...

Writing job descriptions that are compliant with federal statutes, such as the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Fair Labor Standards Act (FLSA), as well as their California counterparts, can be difficult. In an effort to word things clearly...

Online recruiting has exploded and, for many employers, become the primary means of soliciting candidates and resumes/applications. However, with this explosion comes the pitfalls of poorly designed online candidate management systems, ineffective online recruiting programs, and the inability of organizations...

Company policies vary widely, but in most firms, employees have access to their own job descriptions. This is certainly recommended — how else can employees determine whether they're doing all that's required in their job, unless they know exactly what the job entails? It's also standard...

Regardless of who actually writes your job descriptions, you need to designate someone to be responsible for approving the finished product. Approval procedures vary according to the amount of responsibility given to supervisors and job analysts, the extent to which the company favors administrative...

As you prepare to conduct job interviews, it's critical to focus on factors related specifically to the job. This will help you find the right candidate for the position and avoid discrimination charges from candidates you don't select. To do this, it's important to first identify the essential...

We're reviewing our interviewing practices. Are there any good questions you recommend we ask applicants? Job Descriptions in California: How To Tackle Tricky Drafting Hurdles Job descriptions can be your best friend or your worst enemy from both a practical and a liability perspective. Our free...