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By law, employers are required to provide details to employees about the terms and conditions of their employment, their pay, and their duties and responsibilities.

It is good practice, but not a legal requirement, for your employer to give you a detailed job description. However, the written statement of particulars, which your employer must give you on or before your first day at work, must contain the title and/or a brief description of your job.

The job description contains sufficient information to describe major responsibilities and essential functions as they exist today.A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications and working conditions.

The immediate supervisor or the employee can complete the job description, depending on which person is more familiar with the position. If the incumbent is new to the job or the position is new, the Manager may wish to complete the job description. If the employee completes it, the Manager needs to validate it.

In most cases, a job description unlike a contract of employment is not a legally binding document. You can be asked to take on other duties, if these are reasonable.

The job description should accurately reflect the duties and responsibilities of the position.A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications and working conditions.

Federal law does not require employers to have job descriptions, though there a few cases where there is an exception to this general rule.Because the employment provisions of the ADA focus on essential functions, the employer must ensure that all essential functions are covered in the job description.