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The most widely requested form JAN offers is the Sample Medical Inquiry Form in Response to an Accommodation Request. JAN encourages employers to customize these forms, or to use them as a guide for drafting their own. Employers may use these sample forms as a template for customizing forms or documents used during the interactive process, such as for documenting requesting for accommodation, requesting disability-related information, approving or denying accommodations, documenting temporary accommodations, or monitoring implemented accommodations, etc. For example, employers are not supposed to ask for proof of disability when the disability and/or need for accommodation is obvious or has already been documented. When a standard form is used to gather disability-related information in response to a request for accommodation, sometimes the employer may be asking for more information than is necessary or appropriate under the ADA. The ADA limits how much medical information can be gathered from employees in various situations, and employers are prohibited from asking for medical information they already have. This can sometimes happen when employers use forms to request medical information. The problem with using standardized forms under the ADA is that in some cases the improper use of those forms can lead to ADA violations. However employers sometimes find it helpful to develop forms for consistency and efficiency. Unlike some other federal laws, the Americans with Disabilities Act (ADA) does not require employers to use standardized forms for ADA-related employment actions. Parties remain independently responsible for complying with applicable law. Employers should review local, state, and federal laws to ensure they are in compliance with the law that provides the most protections for employees and should include additional legal requirements as necessary in their own agreements.

Pdf filler free ada form full#

Department of Labor and do not reflect the full range of laws that may apply in every situation, including local and state laws that may provide additional protections and requirements. The sample resource documents do not constitute legal advice by the U.S.

The provisions in the sample resource documents do not necessarily represent legal obligations, but instead reflect topics that employers and employees may voluntarily choose to address. The use of these sample resource documents is not required by law.