The EEOC utilizes a written job description prepared before advertising or interviewing applicants for a job as evidence of whether a specified job function is essential - that is why it is vital that job descriptions be reviewed and evaluated by the department wherein the vacancy lies. The employer makes the judgment as to what is essential, but this judgment is not presumed to be correct. These considerations should be made with regard to each function of the job. No one factor is determinative, but rather all are considered together. This is a insentience summary of what the job-holder does.
Qualifications are an important factor in screening job applicants.
For example, an assembly line worker's job may require the production of widgets. The employer may think this is obvious from the stated job name and purpose, but it is better to explain the job situation explicitly. Personal Protective Equipment. This is the heart of the job description, identifying in a concrete way the tasks the employee is required to perform. It is vital for the employer to consider and accurately state the frequency of each job task.