ABSTRACT
On July 26, 1992, the Americans with Disabilities Act (ADA) becomes law. The ADA's goal is "to provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities." The ADA does not automatically pre-empt medical standards or safety regulations established by federal laws or regulations. Pre-existing condition clauses are not prohibited provided they are not used as a "subterfuge to evade the purposes of the ADA." Managers, Supervisors and Human Resources personnel should familiarize themselves with the content of this form since it will be used to document employment decisions as they relate to making reasonable accommodations. Reasonable accommodation is a critical component of the ADA's assurance of nondiscrimination. Reasonable accommodation is any change in the work environment or in the way things are usually done that results in an equal employment opportunity for an individual with a disability that does not create an undue hardship on the employer.
