Employment laws are enforced in different regions of the world to protect the rights and benefits of every citizen of that region as an employee. Whether it is the Department of Labor (DOL) and Equal Employment Opportunity Commission (EEOC) in the US or the Federal Department of Labour in Canada, their common goal is to ensure workplace safety, health coverage, prohibiting workplace discrimination, and validating job procedures such as selection, training, compensation and performance appraisal.

With the enforcement of such laws, employers are expected to comply with these legal guidelines in order to create a desirable workplace culture and avoid expensive consequences. It is important for the employer to be able to prove how any of their employment procedure or decision relates to the requirements of the job role. This concept is usually termed as job-relatedness.

In order to prove job-relatedness, employers require a substantial amount of information about their different job role dimensions. And this information must be documented and stored in a way that is accessible and transparent to employees so that any discrepancy reported can be eliminated.

This method of analyzing different job dimensions is regarded as job analysis. Even though the benefits of carrying out job analysis for employment positions are manifold, but one of the most important benefits is complying with federal law and legal guidelines.

Information gathered through job analysis

The output of a job analysis provides the following information regarding a job role:

  • Job family and department
    • Duties and tasks
    • The priority of each task
    • Frequency of each task
    • The complexity level of each task
    • Importance to provide training for each task
  • Worker competencies as well as behaviors that demonstrate the proficiency levels of those competencies
  • Machines and equipment handled
  • Qualification and certification requirements
  • Physical demands
  • Candidate assessment process
  • Supervision provided or received
  • Performance standards implied
  • Working conditions
  • Job hierarchy for career pathing

Complying with federal laws and guidelines

This collected information helps the employer in complying with federal laws and legal guidelines such as:

Fair Labor Standards Act (FLSA)

Through job analysis, you can assess employment labor, effort, and qualification involved in a job role to appropriately decide compensation requirements and benefits provided for each employment position.

Equal Pay Act

It requires the employer to provide the same compensation to employees with job roles that are substantially similar. Job analyses lay down the information required to compare the similarity between different job roles.

Civil Rights Act

Employers must relate every employment decision or procedure regarding job role selection, promotion, rotation, or compensation to the factual data gathered through job analysis so that the basis for such decisions cannot be termed as discriminatory, based on age, gender, race, or religion.

Uniform Guidelines on Employee Selection Procedures under Title VII

  • Validating entrance tests: Validating that every test conducted as part of the selection criteria relates to the duties, tasks, or competencies that are required to be performed on the job so that an applicant is not incorrectly regarded as disabled.
  • Job promotion: Establishing career pathing of each job role based on identifiable worker characteristics and proposed organizational structure, so that equal employment and promotion opportunities are provided to all employees.

Americans with Disabilities Act (ADA)

Identifying reasonable accommodations can be made for employees with disabilities.

Occupational Safety and Health Act (OSHA)

Ensuring that employees are trained for tasks requiring physical demands and there are no unidentified or untrained factors that could risk an employee’s safety in the workplace.

How Aidematic helps you to identify compliance requirements

Job analysis does not only benefit the organization but introduces employee-specific considerations in every phase of the employee life cycle. This results in a number of organizations as well as employee benefits such as increasing workforce productivity, reducing employment costs, and complying with federal laws and regulations.

For this reason, Aidematic digitizes the process of job analysis and helps you to analyze your organizational job roles and manage job content. With Aidematic, your HR professionals, managers, and supervisors can collaborate to create and design smart job profiles that are built to store dimensional information about your job roles.

You can centrally manage competencies that demonstrate the skills, behaviors, knowledge, and tool handling requirements of your employment positions. You can also run surveys for analyzing a job role and assess a task’s priority, importance, frequency, or competency requirements and incorporate the results accordingly.

Aidematic also offers employee-facing job profile hubs that act as a go-to guide for your employees to access all information regarding their job role, start discussions, playback media attachments, rate their job role experience, and more.

Contact us today to receive an exclusive insight into Aidematic and how we can help you build a better job analysis solution for your workforce.

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