Cases about

These are the Laws that prohibits the discrimination or harassment in employment.
The Labor Code prohibits discrimination against women on account of their gender, and against children
on account of their age.
The Magna Carta of Women (Republic Act No. 9710, as amended) prohibits discrimination against
women and expressly imposes liability for damages on the person directly responsible for such
discrimination.
The Anti-Age Discrimination in Employment Act (Republic Act No. 10911) prohibits discrimination on
account of age, and imposes penalties for violation of the Act.
The Magna Carta for Persons with Disability (Republic Act No. 7277, as amended) provides that a
qualified employee with disability shall be subject to the same terms and conditions of employment as a
qualified able-bodied person.
The Solo Parents’ Welfare Act (Republic Act No. 8972) prohibits an employer from discriminating against
any solo parent employee with respect to the terms and conditions of employment on account of the
employee being a solo parent.
The Indigenous Peoples’ Rights Act (Republic Act No. 8371) prohibits discrimination against Indigenous
Cultural Communities or Indigenous Peoples with respect to recruitment and conditions of employment on
account of their descent.
The Anti-Sexual Harassment Act (Republic Act No. 7877) prohibits sexual harassment in the workplace.
The Mental Health Act (Republic Act No. 11036) requires employers to develop appropriate policies and
programmes on mental health in the workplace designed to, among others, raise awareness on mental
health issues, correct the stigma and discrimination associated with mental health conditions, identify and
provide support for individuals at risk and facilitate access of individuals with mental health conditions to
treatment and psychosocial support.
The Philippine HIV and AIDS Policy Act (Republic Act No. 11166) also prohibits the rejection of job
application, termination of employment, or other discriminatory policies in hiring, provision of employment
and other related benefits, promotion or assignment of an individual solely or partially on the basis of
actual, perceived or suspected HIV status. This law also states that policies and practices that
discriminate on the basis of perceived or actual HIV status, sex, gender, sexual orientation, gender
identity and expression, age, economic status, disability and ethnicity are deemed inimical to national
interest.
How to write a well written Job Description:

https://www.dlgva.com/5-key-benefits-of-a-well-written-job-description/

1.) Clarify expectations. Employers need to spell out their expectations of what an employee
should be doing on a day-to-day basis. Providing a clear description of tasks ensures that both
employers and employees are on the same page and prevents misunderstandings of what needs
to be done and when.
2.) Provide structure. Organizations must ensure that their needs are being met on a company-
wide basis. Job descriptions provide the discipline and structure a business needs to make sure
all necessary duties and responsibilities are assigned. They enable an organization to allocate
and manage roles in a uniform way which increases efficiency and effectiveness of recruitment,
training and development, organizational structure, workflow, and customer service.
3.) Enable fair pay scales. Most employers assign pay scales, or grades, to jobs. A transparent
system which provides a “salary range” can ensure that those within the same, or similar, job
functions are compensated fairly and logically across the board.
4.) Identify skill sets and training needs. Job descriptions can help employers gauge skill sets to
understand who knows what, who doesn’t, and what types of training and development to
provide employees. It can also be helpful in succession planning and career advancement for
employees.
5.) Set a standard for performance review. Job descriptions allow employers to identify what has,
and has not, been achieved since an employee’s last performance review. Many employers
base merit increases on job performance linked directly to a job description as it provides
objectivity for appraisals, performance reviews, counselling, and disciplinary issues.

Benefits of a Job Description

One advantage of a job description is that it makes it easier for you to recruit qualified employees. Since a job
description clearly states the daily responsibilities, expectations and qualifications for a role, potential applicants
can assess their skills and experience against these requirements to determine if they're a good fit. At the same
time, during the screening process, you can look back at the job description to analyze whether an applicant
qualifies for the position and whether additional training would be necessary.

- Helps the company to recruit qualified employees.

Writing a Job Description helps the company to recruit qualified employees. Since it has the description that states
the tasks, responsibilities, expectations and qualification. With this, applicants can assess their knowledge,
experience, and skills against these requirements to know if they’re qualified for the job.

- Help employees to better understand the Job Position

- To help the company avoid legal issues

A job description also helps employees better understand the position so that they know what to do in the
workplace. For example, a job description for a cashier might detail the employee's responsibilities greeting
customers, completing transactions and keeping the checkout space tidy. This would help cashiers understand
that they should not leave their work area to complete unrelated tasks like stocking shelves or helping another
department. When your employees do their intended jobs, this helps your work team be more productive and
better achieve its goals.

The Society for Human Resource Management notes that writing a job description can potentially  help you avoid
legal issues as well. For example, examining the daily duties of a role can help you determine how to make
reasonable accommodations to follow the Americans with Disabilities Act. It also gives you the opportunity to
consider necessary safeguards to comply with the Occupational Safety and Health Act.

Negatives of a Job Description

https://bizfluent.com/info-8331818-advantages-disadvantages-job-descriptions.html

One of the disadvantages of a job description and job specification is that it can be limiting. In a workplace where
employees work across different roles, a job description detailing duties for one position might give employees
false expectations of the role and lead to confusion. At the same time, some managers writing job descriptions
might not be fully aware of all that a role requires, missing out on some important duties that employees who do
the work daily would best known.

Another downside is that a job description can cause disagreements between managers and employees,
especially when the job description isn't well written or is not conclusive. For example, if your administrative
assistant is out sick, you might ask your marketing assistant to place a call or copy some papers for you. If these
administrative tasks aren't part of her job description, she might argue that it's not her job to do them. Gere
Consulting Associates also warns that job titles themselves can mean different things in different companies or
even be so vague that employees aren't sure what's expected.

Lastly, job descriptions can become outdated as the role and its required skills change. This means they may not
accurately reflect the position the employee holds at a given time, especially for ever-changing roles in fields like
information technology. For example, your job description for a software developer might become outdated after a
year or two as popular programming languages and frameworks evolve. The use of automation can also eliminate
job duties and require new skills to operate equipment.
Writing Job Descriptions Effectively

Knowing the job specification advantages and disadvantages can help you write more effective job descriptions
that clearly detail requirements and avoid legal issues. It helps to work with a human resources professional and
even seek insight from employees when drafting a list of job duties and skills. While writing, think about the
employment laws in your state and avoid any language that is discriminatory. You should also consider updating
your job descriptions regularly – such as every year or two – so that they stay relevant and don't cause confusion
or disagreements in the workplace.
THINGS TO INCLUDE IN A JOB DESCRIPTION
Exact Job Title - The job title plays an important part when determining whether a candidate will
continue reading the job description. Keep the title succinct and on point.

Position’s specific responsibilities and duties - These are the essential responsibility and duties that
is expected for the job candidate. Specify the area of work. You can share information about the project
and technologies the candidate will be working with.

List of the experience and skills required - These are the “must have” things. It includes
certifications, experience, and skills that is related to the job positon.

Include the desired soft skills and personality traits – These are skills and trait that is needed for the
success in job. For example; creative, leadership skills, time management, flexibility, etc.

Specific salary range - Putting a salary range in your job description will attract and increase your
potential applicants specially when the salary range is good.

Use complete and concise sentences – In writing a job description, you must be complete, precise, and
on-point. This will help you Job description to be more appealing and sound more professional.

THINGS TO AVOID IN A JOB DESCRIPTION

Vague job titles - To avoid confusion with potential applicants. It will make your company sound
unprofessional.

Lofty Lists of Responsibilities - Don’t list too many responsibilities. It might be overwhelming for the
candidate. Don’t include irrelevant tasks in your job description which are not connected with the main
role.

Unnecessary educational requirements- When listing skills, avoid bombing candidate with too many
requirements. Don’t include specific personal traits. Focus mostly on a professional profile of your
future employee.

Discriminatory requirements - Avoid language that would be questionable in a job listing. For
example, don’t use words such as "youthful" or "able-bodied.”

Unrealistic job expectation – Be specific and honest with the Job expectation in your Job description.
You can’t necessarily expect to get a candidate with 15 years’ experience in web development but a
young energy and a great design sense. This can scare away the right candidates. Instead of doing
this, prioritize your requirements and highlight only the most important responsibilities related to the job.

Avoid using jargons – In writing a job description, it must be well-written. To maintain that, we have to
avoid using jargons to avoid confusion in your potential applicants.
 THINGS TO AVOID IN WRITING A JOB DESCRIPTION

- Vague job titles - To avoid confusion with potential applicants. It will make your company sound unprofessional.
The job title plays an important part when determining whether a candidate will continue reading the job
description. Keep the title succinct and on point.
- Lofty Lists of Responsibilities - Don’t list too many responsibilities. It might be overwhelming for the candidate.
Don’t include irrelevant tasks in your job description which are not connected with the main role.
-
- Unnecessary educational requirements- Excessive requirements in work experience and knowledge/technical
skills: be realistic and do not exaggerate the requirements of the role. When listing skills, avoid bombing candidate
with too many requirements, it will only work against you. Don’t include specific personal traits. Focus mostly on a
professional profile of your future employee.

- Discriminatory requirements - Avoid language that would be questionable in a job listing. For example, don’t
use words such as "youthful" or "able-bodied."

- Unrealistic job expectation – In order to avoid that we must be specific and honest with the job description.
Exaggerating a position’s requirements can create confusion to the candidates and will put them off. Use
descriptive wording in bullets to frame the most accurate job description if you’d like to filter out candidates who do
not fit the job requirements. You can’t necessarily expect to get a candidate with 15 years’ experience in web
development but a young energy and a great design sense. This can scare away the right candidates.
Instead of doing this, prioritize your requirements and highlight only the most important responsibilities
related to the job. ---

- Subjective statements- Avoid using words that are subject to differing interpretations such as "this job is the
hardest job in the plant, computerizing the inventory will make this job more efficient." Just talk about the job with
reference to how it is currently done, not how it might be done. Instead of saying you seek a certain attitude,
cooperation, or initiative, describe expected outputs, different constituencies with whom this position interacts, and
the nature of those relationships (such as "reports to," "provides support to," "supervises").

Avoid using jargons – In writing a job description, it must be well-written. To maintain that, we have to avoid
using jargons to avoid confusion in your potential applicants. Don’t use too much jargon. Avoid packing up the job
description with company slang or cliché phrases. Last thing you want, is to create confusion and drag attention
from what really matters.

THINGS TO INCLUDE IN A JOB DESCRIPTION

Exact Job Title – To make it clear to the potential applicant what job is available at your company. The job title
plays an important part when determining whether a candidate will continue reading the job description. Keep the
title succinct and on point.
- Position’s specific responsibilities and duties- These are the essential responsibility and duties that is
expected for the job candidate.
Specify the area of work. You can share information about the project and technologies the candidate will be
working with. Focus on the critical activities. List only key responsibilities that are crucial to the job position. Use
informative and short sentences that clarify your expectations.
-
- List of certificates, experience and skills required – These are the “must have” things. It includes certifications,
experience, and skills that is related to the job positon.
- Include the desired soft skills and personality traits – These are skills and trait that is needed for the success
in job. Example; creative, leadership skills, time management, flexibility, etc.
List the main skills in order of importance. It will help the potential candidates to scan the list quickly and
estimate their chances accordingly. Make it clear which skills are essential for the position and which ones might
be useful.

- Specific salary range – Putting a salary range in your job description will attract and increase your potential
applicants specially, when the salary range is good.
-
- Use complete and concise sentences.
-
- Include more detail and context, not less Very often job descriptions list many requirements but don’t explain why
these are needed, such as “Master’s degree strongly preferred”. Such qualifications are normally dependent on
the job role. For instance, if it’s a research role that requires candidates who have carried out extensive research
work in their studies, then explain this, states Serena. You can instead phrase it this way: “A Master’s degree is
preferred as a large component of the job scope involves research.” A winning job description should also include
details about who the employee will be reporting to and who will be supervising them, as this gives the role more
accountability. A salary range should be stated rather than simply saying “salary will commensurate with
experience” as this will help generate more interest in the job and shows you have done your research. Tip: Giving
context to your job description’s requirements will help prevent the skills you are looking for seem biased or
random. It also shows candidates that everybody stands a fair chance of being awarded the role, based on the
skills that have been listed.

https://www.zoomshift.com/blog/job-description/

https://www.patriotsoftware.com/blog/payroll/job-description-salary-range/#:~:text=The%20benefits%20of%20a
%20salary%20range%20in%20a%20job%20description&text=Increasing%20the%20number%20of
%20applicants,offer%20due%20to%20low%20salary

https://www.firstbird.com/en/blog/7-mistakes-when-writing-a-job-description-2/

https://www.zippia.com/employer/15-common-mistakes-found-in-job-descriptions/

https://content.mycareersfuture.gov.sg/avoid-writing-job-descriptions/

https://www.baylor.edu/hr/doc.php/311162.pdf

https://www.catalyst.ro/dos-donts-job-description-attract-right-candidates/
Laws that a job description might violate:

R.A. NO. 10911: Eliminating Age Discrimination in Employment

The Act mandates the elimination of age-based discrimination not only by employers, but also by labor contractors
or subcontractors. Echoing the mandate of the Philippine Constitution, it aims to promote equal work opportunities
for everyone by prohibiting arbitrary age limitations in the hiring of applicants, as well as, the dismissal and
retirement of employees.

When it comes to hiring of applicants, the Act prohibits (1) printing or publishing of any notice or advertisement
relating to employment which suggests age preferences, (2) requiring the applicant to disclose his/her age or birth
date, and (3) declining any employment applicant because of his/her age. Labor organizations are also proscribed
from denying membership of a person, or causing or attempting to cause an employer to discriminate individuals
on account of their age.

[REPUBLIC ACT NO. 6727] - Wage Rationalization Act

The Magna Carta for Disabled Persons, or Republic Act No. 7277 prescribes that “no disabled
persons shall be denied access to opportunities for suitable employment, and that a qualified disabled
employee shall be subject to the same terms and conditions of employment and the same compensation,
privileges, benefits, fringe benefits, incentives or allowances as a qualified able-bodied person.”

https://zglaw.com/2018/12/26/r-a-no-10911-eliminating-age-discrimination-in-employment/

https://www.officialgazette.gov.ph/1989/06/09/republic-act-no-6727/