Job Description critique

Job Description critique

Could this job be exempt from the Fair Labor Standards Act (in other words, can it be a salaried position)?

The job position qualifies to be salaried. Exemptions are provided to employees or specific job positions that meet the required tests for their job duties and be paid on a salary basis at not less than $684* per week as stipulated by FSLA. According to the fair labor standards act (FSLA), the requirements of the tests to be met for executive exemption include an employees whose primary duty is to manage an enterprise or a department within an enterprise.  Having the ability to direct the work of other two or more employees and their equivalent regularly. They should also have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight (United States, 2019). These requirements have been met adequately by the essential job functions in the job description.

What components are required by best practices?

Best practices are the working standards, ethical guidelines, and ethical considerations that govern business and provide the best courses of action in certain situations (Mathis &Jackson, 2008). Components include appropriate job analysis, job design, job description, human resource planning, recruitment and indoctrination process, and performance appraisal. The components should be logical, specific, have proper deals, and an active voice should be used in the descriptions. The For full-time and part-time employees in the private sector, as well as federal, state, and local government employees, the Fair Labor Standards Act (FLSA) controls minimum pay, overtime compensation, recordkeeping, and child labor. It enables the organization to hire the right personnel for the right job and avoid high turnover.

Over time, Nonexempt and exemption employees' basic wage standards are established by the FLSA, and they should be adhered to by the employers. Each employee should meet specific criteria of tests to be categorized appropriately. Employees exempt from overtime should perform their primary duties as executive, professional, administrative, or outside sales. The safety and health of the employees should be taken into consideration when designing the job description and job analysis. This will help the organization avoid legal cases due to discrimination and fair labor practices by having clear guidelines.

Does this job description contain all necessary components recommended by best practices for a job description? Explain.

A job description is a written statement of what a person does, where and how they will do it at their job working condition. It must show the purpose of the job and where it fits in the organization's structure and context. Tasks, skills, knowledge, duties, and responsibilities should be displayed clearly in the job description (Mathis &Jackson, 2008). Individuals can make informed decisions on the kind of job they are applying for or being employed to perform. Employers should consider designing job descriptions, including future possibilities, because skills required for specific positions will change over time. Also, the company's culture avoids complexities by having priorities, including particular characteristics, and ensuring that there is room for continuous improvement.

Major sections of the job descriptions include job identification, which is the first section. This is where you identify the title of the job, the date when the job description was written, who wrote it, and the person who approved with their designation in the company. Also, locations and reporting relations are included. Some information is usually included in the pay grade, exempt/non-exempt status, and the job code (Mathis &Jackson, 2008). The job summary follows, where the general nature of the job is described, and its difference from others is stated. The job description has followed this format because a concise job summary and identification statement has been provided.

Core responsibilities and duties are other sections. Action verbs that actively describe the core responsibilities and duties of the job are stated. They are listed in the order of their importance from major to minor. According to Mathis and Jackson (2008), it is crucial to just include the primary duties and responsibilities due to the time-consuming aspect of writing the job descriptions and information required to report it. The statements should be clear and precise, and the language used should be easily understood. Employees are expected to achieve performance standards in terms of quality, and quantity for each duty should be added.

Another section is the job specification section, where the requirements of the job and designated qualities for acceptable performance are written. Knowledge, skills, abilities, physical requirements, job conditions, education, and experience are all part of it. The working conditions in terms of environment and relationships that the employees can relate to outside the organizations should be included (Mathis &Jackson, 2008). The last section is the disclaimers and approval, whereby the signature of the manager and employer is contained. The dates of signature are also displayed. This job description has most of the job description components; however, it is missing some vital information such as performance appraisal, relationships, physical and working conditions. 

References

Mathis, R. L., & Jackson, J. H. (2008). Human resource management. Thomson/South-western.  

United States & United States. (2011). The Fair Labor Standards Act of 1938, as amended. Washington, D.C.: U.S. Dept. of Labor, Wage and Hour Division.

United States. (2019). (FLSA). (Fact Sheet #17A): Exemption for Executive, Administrative, Professional, Computer &Outside Sales Employees under the Fair Labor Standards Act Washington, D.C.: U.S. Dept. of Labor, Wage and Hour Division.