The 1 Critical Tip You Need to Know When Writing ADA-Compliant Job Descriptions Posted

49 million.

That’s the approximate number of Americans with disabilities, according to government statistics. As a result, the chances are pretty high that at some point, a person with a disability will apply for a job at your company.

The Americans With Disabilities Act currently protects those job applicants who are disabled, but who still have the prerequisite skills and knowledge to perform the essential functions of the job, with or without you making a reasonable accommodation for that disability.

In addition, with the enactment of the ADA Amendments Act, the threshold for ADA violations has been lowered, making it easier for more job candidates and employees to maintain a claim for discrimination on the basis of disability.

So what does all this mean for you?

From the start of the hiring process, you must increase your efforts to protect against ADA violations – beginning with effective job descriptions. But as one of the leading staffing firms in Florin, we know that writing job descriptions that are ADA-compliant can be tricky. You need to be clear, without being exclusionary.

To achieve this balance, the most critical step you can take when it comes to writing job descriptions is to focus on outcomes, rather than processes or abilities. In other words, don’t focus on how you think the task should be done; instead focus on what you’re trying to achieve through the task. With reasonable accommodations, a person with a disability may be able to accomplish the job function, just in a different manner from someone without a disability.

For instance, rather than saying:

“Must be able to carry equipment weighing up to 50 pounds.”

Say:

“Must be able to move equipment weighing up to 50 pounds.”

In addition to focusing on outcomes, you should also take a comprehensive approach to writing ADA-compliant job descriptions. To ensure your job descriptions are accurate and complete, cover:

  • The job classification
  • The basic purpose of the job
  • The required job functions (including both essential and marginal job functions)
  • Any physical demands
  • Skills/background required

Also, be clear about how often tasks will need to be performed. For instance, qualify tasks with words like “seldom”; “occasionally”; “frequently”; and “constantly.” The goal is to get your job descriptions to be as precise as possible.

If you’d like additional help developing job descriptions that are ADA-compliant, give us a call. Not only can we work with you to craft the most effective and compliant job description, but we can also help screen, interview, test, and verify a variety of candidates – all so you get the very best one for your job opening.

Learn more today about how our Florin staffing firm can help you.