20 | Classification Guidebook © 2024 Seyfarth Shaw LLP | www.seyfarth.com DO NOT list every single task that an employee in the position may or may not possibly be required to perform from time to time. By way of example only, it is unnecessary to note in the description that employees in the subject position may help with the duties of a subordinate in the case of a rare staffing shortage, or may “assist with special projects as assigned.” DO NOT list basic tasks that are expected of nearly everyone in any position. By way of example, there is rarely need to state that employees in the position should adhere to company policies, follow instructions, or be responsive. DO list the positions that directly report to the subject position if an executive exemption may be claimed. DO NOT list the same positions as direct reports in the job descriptions for different level managers or supervisors within the same hierarchy. By way of example only, if a consultant is a direct report of a lead or assistant manager, that consultant should not also be listed as a direct report of the manager, or vice versa. DO ensure that the job duties listed in one job description do not conflict with those listed in another. By way of example only, if one of the duties of a lead or assistant manager is to advise on hiring and firing decisions, the duties of the manager above that lead or assistant manager should include “considering the hiring and firing recommendations of” that lead or assistant manager rather than suggesting that the manager makes hiring and firing decisions alone or after consultation solely with HR. DO ensure that the job descriptions are detailed enough that similar positions in different departments sound like different positions despite their analogous roles. DO limit the number of non-exempt duties or tasks included in the job description if the position is one for which the employer intends to claim an exemption. DO, if possible, describe the types of recommendations or decisions on significant matters that may be expected of employees in the position (beyond hiring, firing, and other personnel changes) if the position is one for which an exemption may be claimed. By way of example only, it may be appropriate for a job description to note that employees in the position are expected to develop a recommended budget and then manage the budget for their department, team, or projects. It may be also appropriate to say that the position makes or recommends changes to particular types of policies or procedures. The scope or nature of the budget, as well as the types of policies and procedures, should be specified id possible.
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