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Job Accommodation Network (JAN)

A service of the Office of Disability Employment Policy (ODEP) of the U.S. Department of Labor. JAN's mission is to facilitate the employment and retention of workers with disabilities by providing employers, employment providers, people with disabilities, their family members and other interested parties with information on job accommodations, self-employment and small business opportunities and related subjects.


Job aids

A document consisting of information or instructions used to guide the user on how to perform a task correctly.


Job analysis

The systematic process of gathering and examining and interpreting data regarding the specific tasks comprising a job.


Job bank

Refers to pools of retired employees who are used by employers to fill part-time or temporary position needs.


Job classification

A method of evaluation used for job comparisons, which groups jobs into a prearranged number of grades, each having a class description and a specified pay range.


Job codes

Identification numbers assigned to specific jobs or job tasks.


Job description

A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.


Job displacement

Occurs when an employee’s position is eliminated.


Job enlarging

A method used to keep workers motivated, the process involves adding new tasks which are of the same level of skill and responsibility to a job.


Job enrichment

The practice of adding tasks to a job as a means of increasing the amount of employee control or responsibility.


Job evaluation

Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organization to determine an appropriate pay rate for the job.


Job grade

The group into which jobs of the same or similar worth are placed for determining appropriate rates of pay.


Job group

A division within the contractor's workforce for the purposes of analyzing the workforce for underutilization. Job grouping is done to group job titles together based on similarity of job content, pay rates and opportunities for advancement.


Job offer letter

A formal written document that is provided by an employer to a candidate selected for employment which outlines information regarding the employment terms, such as the date employment is to commence, the position the individual is being hired to perform, the agreed upon salary, benefits to be provided, etc. The employer usually requires the candidate to sign and return the letter as a formal acceptance of employment.

Job posting

The method of advertising for vacancies internally by posting a notice of the opening on a bulletin board, etc.


Job pricing

The process of determining pay rates for jobs within the organization by analyzing industry or regional salary survey data in order to establish appropriate job pay rates.


Job ranking

The process of ranking all jobs within the organization in order of importance or worth.


Job redesign

The process of restructuring a job by adding, changing or eliminating certain tasks or functions in order to make the job more satisfying or challenging.


Job reference immunity statutes

Laws enacted in several states meant to provide employers with protection from liability when disclosing information regarding current or former employees. Typically for an employer to be immune from liability the reference provided must be factual and truthful, based on documented information and not be given with malicious intent.



The requirement that an employer be able to demonstrate that a particular action, policy or job requirement is related to the actual job.


Job rotation

The practice of transferring employees for temporary periods of time between varying jobs within an organization. Often used as a training and development method.


Job sampling

During the selection process, the term refers to the practice of observing and measuring how an applicant actually performs certain selected job tasks.


Job satisfaction

Used to define how an employee feels regarding their job, work environment, pay, benefits, etc.


Job shadowing

A temporary, unpaid work experience opportunity where students learn about a particular job (typically in a field of interest) by walking through the work day as a shadow to an employee.


Job sharing

The practice of two different employees performing the tasks of one full-time position.


Job title

A specific name given to a particular job which is used to distinguish that job from other jobs within the organization.


Johari Window

A leadership disclosure and feedback model which can be used in performance measurement and features the four quadrants (windows) of “knowing”. Quadrant I – represents the area of free activity or public area, refers to behavior and motivation known to self and known to others. Quadrant II – represents the blind area, where others can see things in ourselves of which we are unaware. Quadrant III – represents the avoided or hidden areas, represents things we know but do not reveal to others, (e.g., a hidden agenda, or matters about which we have sensitive feelings). Quadrant IV - represents the areas of unknown activity, in which neither the individual nor others are aware of certain behaviors or motives.



Joint employment

The relationship between a Professional employer organization or employee leasing firm and an employer, based on a contractual sharing of liability and responsibility for employees.


Joint/labor management committee

A panel comprised of management and union representatives whose purpose is to address problems, resolve conflicts and build on relationships.


Just cause

A legal term used as the guiding principle utilized by employers whenever engaging in some form of corrective action or discipline for employees. Just cause is determined by examining the reasonableness of the discipline according to a set of guiding principles (i.e. was the employee adequately forewarned that the particular behavior would result in discipline or termination; management conducted a fair and objective investigation of the facts prior to administering any discipline; rules, orders, and disciplinary action must be applied in a consistent and non-discriminatory manner; discipline must be reasonably related to the seriousness of the offense and the employee’s past work record, etc.)

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