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Regarding the explanations of the Rostrud on job descriptions


As a job description is considered a document defining the duties of an employee. The following document can specify the qualification requirements for the position, as well as the subordination of an employee.

Citizens, who work in an organization not by position (workers), rely on work or production instructions instead of job descriptions. Please note that the above said job (production) instruction is not mentioned in the Labor Code, the procedure for its compilation is not approved by the regulations.

Rostrud explained that the authority of a particular employee derives primarily from the work function performed by the employee, and the content of the work function is determined by the employment contract with the employee or the job description.

Job descriptions are considered to be documents, the content of which is:

• employee's labor function,
• range of job responsibilities,
• limits of liability.

Since normative legal acts do not regulate the procedure for drawing up a job description, the employer has the right to decide how to draw it up and what changes to make to it. At the same time, the job description may be an appendix to the employment contract or an approved independent document.

Developing a job description allows for the specification of a list of works inherent in the corresponding position in a particular organizational and technical conditions.

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