The Employer Attitudes and their Relation to the ADA Compliance

A second spring why employer attitudes toward compliance may be prohibit is provided by Thompson and Dickey (1994) who in interviews with 245 disenable college students (i.e., learning dis strength, spinal heap injury, hearing/visual impairment, traumatic brain injury, progressive neuromuscular, psychiatric) undercoat that students could not describe how the Americans With Disabilities Act protects them and were not confident of their ability to disclose their disability to an employer. According to the authors, employers are themselves lacking in knowledge about the Act. This ignorance on both parts enables employers to go forward stereotypic and incorrect views of the disabled and encourages them to try to get approximately the law.

Several other factors have been found to be associated with prejudicial employer attitudes toward compliance with adenosine deaminase. These include the degree to which the employer has had experience and contact with disabled people (Levy, Jessop, Rimmerman & Levy, 1992); belief that disabled people have acquisition deficits (Mueller & Wilgosh, 1991) or that they have severeness character or bad attitudes (Wilgosh & Mueller, 1989); failure of counseling programs to properly prepare employers for dieing with the disabled, particularly by including employers in training programs (Vargo & Dennis, 1989); perceived increases in troupe insurance premiums (Giliberti, 1994); perce

(1) What factors do employers aim as most and least important in adenosine deaminase compliance difficulties?

Further, surveys with 80 human resources directors conducted by Gilbride, Stensrud and Connolly (1992) indicated that counselors often work with employers regarding their concerns with issues of job restructuring, accommodations, and establishing a good person-job fit. Also, Satcher (1992) reports that in terms of assisting employers in complying with the Americans with Disabilities Act,

Thompson, A.R. & Dickey, K.D. (1994). Self-perceived job search skills of college students with disabilities. Rehabilitation Counseling Bulletin, 37(4), 358-370.

Giliberti, M.T. (1994).

The application of the ADA to distinctions based on mental disability in employer-provided health and long-term disability insurance plans. United States Mental and visible Disability Law Reporter, 18(5), 600-604.

Specifically, employers will be given a list of several factors existing research has associated with employers' feeling negative about ADA compliance; employers will be asked to regularize each factor in terms of its general wideness in making ADA compliance difficult on the firm. Employer perceptions will be reported. Further, examinations will be made to watch over whether ratings of listed factors significantly differ in relation to differences in employers' ages, gender, educational background, religion, and marital status.

Over 64 percent of the disabled workers file claims said that employers discriminated against them in order to avoid the inconveniences required in providing reasonable accommodation. About 13 percent of the disabled workers that filed claimed that their employers were invariably looking for exculpations to fire them and often used absenteeism as an excuse for action.

Dimmitt, B.S. (1995) ADA: Revealing the legal impact, shaping employer tactics. Business and Health, 13(7), 27-34.

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