One of the most important things you can do to make sure you are in compliance with the Americans with Disabilities Act is to review your job descriptions and make sure they are accurate.
Attempt to factor in possible job accommodations as you precede. The following are things to consider in developing job descriptions with possibility of filling jobs with persons with disabilities:
b. Use plain English, and make descriptions as simple and understandable as possible.
c. Describe the job culture, including key elements of the position and work environment.
d. Describe relationships in terms of:
e. Create "user-friendly" descriptions that are clear and accessible to everyone.
f. Assess the strengths of persons filling jobs
g. Be realistic about weaknesses
h. Discuss job description with applicant
i. Keep in mind that with some disabilities many jobs are possible
j. Creativity is high with persons with disabilities
1. How often does the task take place?
2. How is the task performed ? What methods, techniques, or tools are used?
3. How much time does the task take? Does it consistently take this much time?
4. Why is the task performed?
5. Where is the task performed?
6. How do we measure whether the task was accomplished or not?
7. What happens if the task is done wrong?
8. What aptitudes (potential to learn and accomplish a skill) are necessary?
9. What general knowledge is necessary?
10. What skills are necessary?
11. How much physical exertion is needed (lifting, standing, sitting, etc.)
As you put these functions together, get the input of others within your organization who are familiar with the job. You may want to talk with other supervisors and even the worker in the position.
Using the functions you have determined essential, you need to compile a formal job description using the preceding guide.
2. A job function may be considered essential for any of several reasons, including but not limited to the following:
3. Evidence of whether a particular function is essential includes, but is not limited to :
The ADA focuses on job performance and not marginal duties in determining what is an essential job function.
A federal court held that answering the telephone was not an essential function of a time-and-attendance clerk at the post office. They found that the clerk was responsible for tallying, documenting, and analyzing the hours that postal service employees worked. Therefore, it would be discrimination not to hire an otherwise qualified individual who is deaf or has a speech disability.
|Agency_________ Position___________ Salary______ Reference________|
|1. Job Description
(Attach additional sheets)
|2. Physical Req'ments||Weight/Reach||% of Time||Adaptations||Remarks|
|4. Site Evaluation||Dimensions||Adaptations|
Operation of Equipment
_______________________________ __________________ Job Analyst Date