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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.

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.

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.

So, the short answer is, yes, your employer may assign you tasks not specifically outlined in your job description. Unless you work under a collective bargaining agreement or contract, your employer can legally change your duties.

Good job descriptions are not only essential for potential employees to understand the demands and needs of an open position, but they are a must for employers to properly hold employees accountable to the roles they are hired to execute.

In California, an employer may change an employee's job description to add additional duties if the employee is hired at will. At-will employment means an employer can change an employee's job duties, pay, title, hours, and more, and apply those changes to any future work.

A job description typically consists of six major components: 1) essential job functions; 2) knowledge and critical skills; 3) physical demands; 4) environmental factors; 5) the roles of the ADA and other federal laws such as the Occupational Safety Health Act (OSH Act); and 6) any explanatory information that may be