Construction Risk Blog

Do Employers Really Need Job Descriptions?

Developing job descriptions can be one of the most daunting tasks for a construction company. Where do you start? What needs to be included? Are they really that important anyway?
Read on and you will find the answers to these questions and more.

Start with a few simple lines of the basic job, special licenses required, computer program knowledge, and management skill necessities. Enlist the employee themselves and/or their supervisor to help with a brief outline of the job. Now on to the most important area, the essential functions of the job.

The essential functions of the job section is the most important, and the real nuts and bolts of the job will be included here. You need to address everything from length of time each day the individual will sit, stand, bend, stoop, kneel; to how often they will need to climb a ladder and how high the highest ladder would be. An important item to include, especially in the Construction industry, but really in any industry is lifting requirements.

How heavy are items they need to move or carry, and how often do they perform this function? Do they operate manufacturing or heavy equipment machines? Any duties that are usually done by the employee in that position or that can only be performed by the employee in that position are essential!

So, why is this important? First of all job descriptions greatly assist the physicians and claim adjusters with returning an injured construction worker to the job. If the employer does not provide the physician with a list of the essential functions of the job, all the physician can go by is what the injured worker is telling them!

In addition to assisting with returning an injured worker to the job, there are ADA(Americans w/Disabilities Act) regulations to deal with. Employers with 20 or more employees are subject to ADA.

Under the ADA regulations employers must provide "reasonable accommodation" to those individuals who qualify under ADA. Amending an essential function of the job may not be a reasonable accommodation - unless of course it can be modified. But how will you be able to make the decision about a "reasonable accommodation" if you don't have the job description with the essential functions listed?

The final statement on any job description should be a disclaimer clause. It should read something like this: "This job description is intended to describe the general nature and level of the work being performed by people assigned to this job. This is not an exhaustive list of all duties and responsibilities. Management reserves the right to amend and change responsibilities to meet business and organizational needs as necessary."

Hopefully now you realize the importance of having job descriptions, how they can actually assist the employer and have some idea of where to start!

Are you a Connecticut Construction Company Owner that would like some more guidance on developing job descriptions for your employees?  The pros at Construction Risk Advisors would be happy to help.  Please give us a call or drop us an email.  Don't let the workers in that picture be yours!