Yet, tucked inside this humble document lies one of the most powerful risk management tools a company has. A clear, accurate job description isn’t just a recruiting aid—it’s a secret weapon for safer hiring, lower workers’ compensation costs, and legal protection against costly discrimination claims.
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“4-Step Sequence For Effective Employee Screening, Hiring, & Placement”
If you’re treating job descriptions as a formality, it’s time to think again.
Why Job Descriptions Matter More Than You Think
The hiring process sets the stage for safety outcomes. Many employers rush to fill roles, skipping the groundwork of defining the physical and mental demands of each job. The consequences are severe:
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New hires placed into roles they can’t safely perform.
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A surge in first-year injuries—accounting for 35% of all workplace injuries.
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Higher turnover, absenteeism, and workers’ comp costs.
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Exposure to discrimination claims under the Americans with Disabilities Act (ADA).
At the center of all these problems—or solutions—is one critical question: Do you know exactly what the job requires?
The Legal Power of Essential Functions
One of the most overlooked parts of a job description is the section detailing “essential functions.” Under the ADA, essential functions are the fundamental duties of a job—tasks that are not marginal or occasional but absolutely necessary for the role.
Here’s why this matters:
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Legal Protection: If a candidate cannot safely perform the essential functions, even with reasonable accommodation, an employer has a solid, non-discriminatory reason to withdraw a job offer.
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Defensibility in Court: Courts rely on documented essential functions to decide if hiring or placement decisions were fair and objective.
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Clear Communication: Employees know precisely what will be expected of them from day one, reducing confusion and misunderstandings.
For instance, it’s not enough to say a warehouse associate “moves boxes.” An accurate essential function would specify:
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Frequency and weight of lifting.
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Required movements (e.g., overhead reaching, bending, twisting).
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Duration of standing or walking.
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Use of machinery or specialized equipment.
This level of detail isn’t just bureaucratic—it’s your company’s best defense against claims of discrimination or wrongful termination.
Job Descriptions and Workers’ Comp Costs
Accurate job descriptions are essential for lowering workers’ comp costs. Here’s how:
1. Safer Hiring Decisions
During the hiring process, employers often make conditional offers of employment pending post-offer physical testing. To test objectively, you need to know:
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What weights the job requires lifting.
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How much repetitive motion is involved.
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Whether climbing ladders or working in awkward positions is necessary.
Without this information, it’s impossible to perform meaningful physical testing. You risk hiring someone who physically can’t handle the job—leading to early injuries, lost time, and expensive claims.
2. Return-to-Work Programs
When an employee is injured, job descriptions become crucial for return-to-work decisions. Doctors and case managers rely on the physical demands listed in the job description to determine whether the injured employee can safely return to their original job or if modifications are required.
Without this clarity:
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Injured workers may stay off work longer than necessary.
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Employers face increased indemnity and medical costs.
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Disputes arise over whether suitable modified work exists.
3. Baseline Testing and Injury Defense
Another hidden benefit of detailed job descriptions is the ability to perform baseline physical capacity testing. Knowing the essential job functions allows employers to:
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Test new hires’ physical abilities before starting work.
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Identify pre-existing conditions.
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Avoid paying for injuries unrelated to the job.
For example, if a worker already has a 20% shoulder impairment, a documented baseline test—linked to job functions—helps ensure your company doesn’t absorb the cost of a pre-existing condition if that worker later files a claim.
How to Create Effective Job Descriptions
So, what makes a job description powerful instead of just paperwork? Here’s what yours should include:
Job Title and Purpose
A brief statement summarizing the job’s overall goal.
Essential Functions
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Describe physical and mental tasks in specific, measurable terms.
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Include weights lifted, frequency of movements, and environmental factors (e.g., heat, noise, outdoor work).
Tools and Equipment Used
Specify any machinery, tools, or vehicles the employee must operate.
Work Environment
Describe conditions such as:
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Exposure to chemicals or dust.
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Height requirements (e.g., working on ladders or scaffolding).
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Indoor vs. outdoor work.
Required Skills and Certifications
Clearly define any licenses, certifications, or special skills required.
ADA Language
Include statements like: “Employees must be able to perform the essential functions of the position with or without reasonable accommodation.”
Don’t Skip This Step—It’s Your Safety Net
Creating accurate job descriptions takes effort, but it’s one of the smartest investments employers can make. As Workers’ Comp Mastery Training emphasizes, skipping this foundational step leaves you exposed—to injuries, lawsuits, and unnecessary costs.
A job description is more than words on paper. It’s:
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A blueprint for safe hiring.
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A shield against discrimination claims.
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A tool for efficient return-to-work management.
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A key to lower workers’ comp costs.
So before you hire your next employee, dust off those job descriptions. Or better yet—rewrite them. Your safety record, legal protection, and bottom line depend on it.
Michael Stack, CEO of Amaxx LLC, is an expert in workers’ compensation cost containment systems and provides education, training, and consulting to help employers reduce their workers’ compensation costs by 20% to 50%. He is co-author of the #1 selling comprehensive training guide “Your Ultimate Guide to Mastering Workers’ Comp Costs: Reduce Costs 20% to 50%.” Stack is the creator of Injury Management Results (IMR) software and founder of Amaxx Workers’ Comp Training Center. WC Mastery Training teaching injury management best practices such as return to work, communication, claims best practices, medical management, and working with vendors. IMR software simplifies the implementation of these best practices for employers and ties results to a Critical Metrics Dashboard.
Contact: mstack@reduceyourworkerscomp.com.
Workers’ Comp Roundup Blog: http://blog.reduceyourworkerscomp.com/
Injury Management Results (IMR) Software: https://imrsoftware.com/
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Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.
