There’s no statute, law, or provision anywhere that requires you to have job descriptions. However, it’s a very good practice. If you don’t have a description of what somebody is supposed to be able to do for you, then how can you justifiably say the person isn’t doing his job? Here again, it’s a question of guidance. Setting down rules for people that they can follow, and if they don’t follow, you can take appropriate action.
This short informational blog was provided by Allan Richardson, a New Jersey Employment Lawyer for Employers. Please contact the law firm with any questions you may have and set up your initial consultation.