Home Past the Barriers to Job Descriptions Job descriptions have traditionally been used by large manufacturing organizations more than by agricultural firms, big or small. In many cases they have been adopted in connection with a union contract. Today, however, employers of all types are realizing advantages of developing and having job descriptions. The need for effective human resource management is not specific to any industry or size of firm, and litigation under various laws and regulations frequently calls attention to the importance of current, complete and correct job descriptions.
Employers are subject to a multitude of legal requirements and prohibitions.
Accurate job descriptions can be very useful when an employee, applicant, or government agency challenges a hiring or other employment decision. Job descriptions may even be requested by agencies investigating disputes that are not resolved internally. In 1964 the U.S. Congress passed landmark legislation designed to reduce discrimination that is not related to performance in the workplace. Legal guidelines emphasize that these decisions are to be job-related, based on the actual content and performance requirements of jobs. It gives weight to the employer's judgment as to what functions of a job are essential, especially if stated in a written description prepared for recruitment or selection.