Title VII Civil Rights Act 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure self-evaluation form questions do not discriminate against protected classes.

Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Self-evaluation form must include reasonable accommodation statements and avoid disability-based discrimination.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Form questions must not create adverse impact based on age.

Privacy Act 1974: Federal law governing collection and use of personal information. Ensures proper handling and protection of employee data collected through self-evaluation.

HIPAA: Health Insurance Portability and Accountability Act protecting medical information. Relevant if self-evaluation includes health-related questions or accommodations.

Fair Labor Standards Act (FLSA): Federal law requiring maintenance of employee records. Dictates retention requirements for self-evaluation documentation.

Plain Writing Act 2010: Federal law requiring clear communication in government documents. While not directly applicable to private sector, provides good practices for clear, understandable form language.

State Privacy Laws: Various state-specific regulations governing data privacy and protection. Requirements vary by state regarding collection and storage of employee information.

EEOC Guidelines: Federal guidelines ensuring fair employment practices. Provides framework for non-discriminatory evaluation criteria and questioning.

Record Retention Requirements: State-specific rules for maintaining employment records. Determines how long self-evaluation forms must be retained and storage methods.