Job descriptions can be difficult but are very necessary for the employee and the organization. In my experience I actually worked at an organization where not having a clear and updated job description caused the organization to go through a huge lawsuit. An individual working for the organization had be fired for not following through with assigned tasks and because of performance. This lead to the individual calming they were unlawfully fired because they were given responsibilities not in their job description and blamed their poor performance on not being trained correctly in those responsibilities. I don’t know how it ended, since I left shortly after this situation occurred. But this goes further to show how important job descriptions are. In one of the articles from this week’s reading this legal situations are warned. “For example, “If you don’t keep it up-to-date and you have [an employment] claim against you, that nonupdated job description can do as much damage as a good one could benefit you. It can work to help in your defense or it can work to help the employee” filing the grievance, Flewelling says.” The reading also discusses the importance of updating job descriptions and says that it should occur with the employee, HR, and managers and “How often should job descriptions be reviewed and updated? Once a year at a minimum, experts say. But circumstances might call for more-frequent updates.” I completely agree with this statement one, because a lot can happen in a year, people leaving the organization or people moving up. Also has new managers come in, position duties can change. Overall, by organizations updating job descriptions, this can keep allow the organization to maintain efficiency and prevent lawsuit(s).
Tyler, Kathryn. Job Worth Doing: Update Descriptions. 11 Apr. 2018, www.shrm.org/hr-today/news/hr-magazine/Pages/0113-job-descriptions.aspx.
