Currently, employers are given a lot of freedom in how to ask for information, what information they can ask for, how invasive they can be, and what they consider a task for the service dog. The more invasive the process the easier it is for the employer to discriminate against the employee. The responsibility the employer has to try to accommodate the employee requesting accommodation needs to be clearer as well. The process behind a denial to accommodate is also very long and drawn out. That would be less necessary with clearer rules regarding service dogs, psychiatric service dog,s, and service dogs in training. The process employers the employees through can be harmful to their physical and mental well-being. It is difficult for the employee to learn their rights as it is not very clear through ADA, JAN, and any other accommodation program the employer utilizes for what the bare minimum they are allowed to demand and can use to base a denial. Need more clarity between psychiatric service dogs and Emotional support dogs. Employers will state the psychiatric service dog is just an Emotional support dog as the tasks or what would make a task for a psychiatric service dog are not differentiated. This makes the process for owner-trained service dogs even harder. Employers will deny tasks commonly accepted by the service dog community because the information is vague.