Conducting Through Job Analyses and Drafting Lawful Job Descriptions 1. The first step in preparing a job description is conducting a job analysis. Job analysis is a method of gather and analyzing information concerning all aspects of an employee’s position (Smith 2015). A job analysis determines what the essential job functions are and helps avoid breaking ADA law or FLSA. Having a job analysis before creating a job description also helps prevent pointless and obvious statements in the description as well as highlight the tasks that are most important and take up the bulk of the time for the job. It is important to properly obtain the fundamental information to conclude job content, as well as essential and nonessential functions; requisite insight, skill, intelligence, expertise, and experience necessary to perform the job; and working conditions of the employee (Smith). 2. The preparing of an accurate job analysis starts with owners, upper-level managers, and executives educating their employees of the need for accuracy and impartiality throughout the process. Employees need to contribute and feel ownership in the analysis, but there are flaws to having employees help. Employees could inadvertently mischaracterize their daily job tasks or responsibilities, and managers may disagree with what the employees actually do and that is why there needs to be a system and structure to the process. 3. A job analysis could help prove the compliance with all the employment laws such as demonstrating a position’s essential functions of a job for purposes of compliance with the ADA or FLSA-exemption determination (Smith 2015). The analysis could also help serve as the foundation for preparing consistent and complete job descriptions used in compensation determinations, training needs and programs, performance and expectation programs, and affirmative action