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Best practices of Drafting and Updating Job Descriptions in 2019: Why You Need Them What to Include and What to Leave Out

August 16 @ 1:00 pm - 2:00 pm CDT


CEU Approved
247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

In this webinar learn how to write effective Job Descriptions and Person Specifications that identify all of the job requirements, and avoid discriminatory language. Writing effective Job Descriptions is one of the most effective ways to clarify expectations and measuring performances. Well-written and up-to-date job descriptions are critical when it comes to recruiting, promoting, and classifying employees; conducting performance reviews; and providing reasonable accommodations. Poorly written Job Descriptions can lead to potential legal issues, and missing out on hiring, training, and performance opportunities. It can be difficult to achieve full compliance with the Americans with Disabilities Act (ADA) as well.

Write SEO-friendly job descriptions that land you better candidates
Optimize job descriptions for on-the-go mobile users
Provide a clear set of objectives to identify the most suitable candidate and what is needed for the role
Who is your audience?
How do you identify essential functions?
Why must you preserve flexibility?
Prepare a Job Description to assist with performance management and identify training needs
What to do before writing a Job Description and Person Specification?
What to include in a Person Specification?
Set out the necessary skills, experience, and qualifications in the Person Specification
Preparing the Job Description for measuring performance
Avoiding language that can lead to discrimination claims
Why is a job description important to assessing reasonable accommodations?
Consider health and safety obligations for inclusion in the Job Description
How to use the information for job evaluation and hiring?

In today’s job market, attracting the right kind of talent to your company is both an art and a science. And it starts with creating compelling job descriptions that make qualified candidates want to work for you.

To reach top candidates, your job descriptions must actively sell a position using compelling language that paints an authentic picture of the work that’s the art. And leveraging the power of search engines, accurate titles and relevant keywords is a must that’s the science. This topic will explain how to identify essential functions and write effective job descriptions that can be used to limit the risk of liability.

Practical tips on review and update existing job descriptions-don’t simply rely on older versions
Correctly and accurately draft job descriptions, so you can ensure they define exactly what the job is and define the “essential functions” of each position
Use correct language and learn what to keep in and what to leave out
Use job descriptions in assessing whether to hire or promote, based on an individual’s skillset
Create job descriptions that will support you when you have to make a decision regarding ADA claims for accommodation or other issues
Correctly classify employees and avoid legal issues regarding overtime

Business owners
Human Resources Personnel and Administrators
Lawyers and accountants

Stuart Silverman has been practicing law for almost 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees, in a whole host of complex business disputes and employment settings at administrative levels, state and federal trial, and appellate courts. His extensive employment litigation experience includes claims underage, race, sex discrimination, wage and hour claims, whistleblower, and retaliation claims, ADA and FMLA claim. It also includes public employee’s claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups.

Stuart is a frequent speaker on his areas of practice. He is also a member of the Workplace Violence Prevention Institute (WPVI), a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence, specifically violence caused by employees or former employees. He earned his B.A. degree, with high honors, and his J.D. degree from Rutgers University. He is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.


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August 16
1:00 pm - 2:00 pm