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It also outlines their evidentiary role in NLRA supervisor determinations, workflow responsibility, performance assessment, and ADA qualification and accommodation analyses, emphasizing legal risk reduction and consistency.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/preparing-useful-and-legally-compliant-job-descriptions-march-1-2017/257173/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/preparing-useful-and-legally-compliant-job-descriptions-march-1-2017/257173.png","ImageObject",442,249,{"name":42,"@type":43},"Caleb Sterling","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-30","2026-09-13",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",15,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"Why do employers need current and accurate job descriptions?","Question",{"text":63,"@type":64},"They support key employment processes and help reduce legal risk by ensuring essential duties and qualifications are correctly defined and documented.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How do job descriptions help with FLSA exempt versus non-exempt classification?",{"text":68,"@type":64},"They clarify whether employees may be exempt from overtime requirements; while not dispositive, job descriptions are important evidence courts consider alongside actual job duties.",{"name":70,"@type":61,"acceptedAnswer":71},"What role do job descriptions play in ADA accommodation and qualification decisions?",{"text":72,"@type":64},"They help determine whether an applicant is “qualified” by listing minimum qualifications and essential functions and can guide what accommodations may be required without removing essential duties.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},257173,1789311676,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,103,108,113,117,122],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},18,30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":135,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":80,"read_time":30},962084925290,"https://ap-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","OGLETREE, DEAKINS, NASH, SMOAK & STEWART, P.C.  \nAttorneys at Law  \n10 Madison Avenue, Suite 400  \nMorristown, NJ 07960 Telephone: 973.656.1600  \nFacsimile: 973.656.1611 [www.ogletree.com](www.ogletree.com)  \nMark Diana 973.630.2302  \n[mark.diana@ogletree.com](mark.diana@ogletree.com)  \nPreparing Useful and Legally Compliant Job Descriptions  \nMarch 1, 2017  \nBy Mark Diana, Esq.  \nI. Introduction  \nEmployers often overlook the importance of current and accurate job descriptions. If prepared properly, these documents can assist in many day-to-day human resources functions and be powerful tools in employment litigation. Inaccurate or outdated job descriptions, however, can create myriad legal issues for the unwary employer. In this paper, we will briefly discuss why it is important to maintain accurate job descriptions and best practices for doing so.  \nII. Why Current and Accurate Job Descriptions are Important  \nAccurate and current job descriptions can be an employer’s best friend for many important reasons throughout the employment life cycle:  \nHiring. Accurate job descriptions are critical to establishing the minimum requirements for the position before and during the recruiting process. Identifying the essential duties of a position before interviewing is an important exercise that helps focus the recruiting process on those skills that are most essential and weed out unqualified applicants, which in turn increases the likelihood that the correct person will be hired for the job. The hope is that this will increase the chances of hiring a productive, long term employee and reduce the risk of an involuntary termination down the road.  \nFLSA Classification Analysis. Similarly, accurate job descriptions are useful for clarifying whether an employee is exempt or non-exempt from overtime requirements under the Fair Labor Standards Act (“FLSA”) and state wage and hour laws. Although job descriptions are not dispositive, and courts will also look to the actual duties of employees, a job description maybe an important factor considered in determining whether an employee is properly classified as exempt from overtime. See, e.g., Huggins v. U.S., No. 95-285-C, 2005 WL 6112625 (U.S. Ct. Fed. Claims Aug. 16, 2005) (explaining that job descriptions are non-dispositive evidence of an employee’s duties in an FLSA classification analysis); In re Food Lion, Inc., 151 F.3d 1029 (4th Cir. 1998) (considering job description, in addition to affidavits and deposition testimony, when evaluating whether employees fell under the executive overtime exemption) .  \nA South Carolina Professional Corporation 􀂄 Mark Diana 􀂄 New Jersey Managing Shareholder  \nAtlanta ▪ Austin ▪ Berlin (Germany) ▪ Birmingham ▪ Bloomfield Hills ▪ Boston ▪ Charleston ▪ Charlotte ▪ Chicago ▪ Cleveland ▪ Columbia ▪ Dallas ▪ Denver ▪ Detroit Metro ▪ Greenville Houston ▪ Indianapolis ▪ Jackson ▪ Kansas City ▪ Las Vegas ▪ London (England) ▪ Los Angeles ▪ Memphis ▪ Mexico City (Mexico) ▪ Miami ▪ Milwaukee ▪ Minneapolis Morristown ▪ Nashville ▪ New Orleans ▪ New York City ▪ Oklahoma City ▪ Orange County ▪ Paris (France) ▪ Philadelphia ▪ Phoenix ▪ Pittsburgh ▪ Portland ▪ Raleigh ▪ Richmond St. Louis ▪ St. Thomas ▪ Sacramento ▪ San Antonio ▪ San Diego ▪ San Francisco ▪ Seattle ▪ Stamford ▪ Tampa ▪ Toronto (Canada) ▪ Torrance ▪ Tucson ▪ Washington  \nNLRA Issues. Job descriptions may also be used as evidence to establish that an employee is a “supervisor” for purposes of the National Labor Relations Act (“NLRA”) and thus not governed by the NLRA. An accurate list of job functions may be used as evidence that the employee performs one or more functions needed to qualify as a supervisor under the Act. See 29 U.S.C. §152 (11) (The term \"supervisor\" means any individual having authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievance","cbCaioES0X0Kaspi","https://ap.wps.com/l/cbCaioES0X0Kaspi","pdf",110159,7,"English","# Introduction\n# Why Current and Accurate Job Descriptions are Important\n## Hiring\n## FLSA Classification Analysis\n## NLRA Issues\n## Workflow Issues\n## Performance Assessment\n## ADA Accommodations","[{\"question\":\"Why do employers need current and accurate job descriptions?\",\"answer\":\"They support key employment processes and help reduce legal risk by ensuring essential duties and qualifications are correctly defined and documented.\"},{\"question\":\"How do job descriptions help with FLSA exempt versus non-exempt classification?\",\"answer\":\"They clarify whether employees may be exempt from overtime requirements; while not dispositive, job descriptions are important evidence courts consider alongside actual job duties.\"},{\"question\":\"What role do job descriptions play in ADA accommodation and qualification decisions?\",\"answer\":\"They help determine whether an applicant is “qualified” by listing minimum qualifications and essential functions and can guide what accommodations may be required without removing essential duties.\"}]","Preparing Useful and Legally Compliant Job Descriptions - March 1, 2017 | PDF"]