Job descriptions for each department are updated as needed to reflect staffing shortfalls or business needs. Current descriptions are found in the back of each hard cover Employee Manual.
The Company’s intent for maintaining job descriptions is to have a floating guideline for each class of employee and for particular skilled positions. In some cases, we will ask for help from the employees in defining their actual position duties. In conclusion, job descriptions are not to be considered comprehensive and absolute.
Everyone is required to help their co-workers if possible to the extent they will not jeopardizing their own safety or responsibilities. If cooperation problems arise because of our loose implementation of job descriptions, we prefer as a company to deal with the offending employee(s) or manager(s) directly rather than change from our philosophy of “lending a helping hand”.
In furtherance of its Hiring Policy, COMPANY believes job descriptions are important tools for documenting the essential requirements of and skills needed to successfully perform on the job. Accordingly, reasonable efforts shall be undertaken to develop and maintain job descriptions for all job classifications in accordance with the following provisions:
Job descriptions shall be developed for new positions that have been authorized by the Director of Human Resources prior to initiating the hiring process.
Job descriptions shall be reviewed and modified for current positions within a reasonable period of time following a material change in the essential duties of the position.
Job descriptions for current positions shall be reviewed, and modified as necessary, on an annual basis or more frequently as deemed appropriate by the Director of Human Resources
The Director of Human Resources shall be responsible for developing and maintaining operating standards that promote compliance with the terms of this policy.
Commentary (if any):
WARNING: Do NOT simply adopt a policy or add it to your handbook or manual without consulting with a qualified HR professional or employment lawyer. A sample policy may not be proper or even lawful in your particular situation. You’ve been warned.