Different paths to justice: the ADA, employment, and administrative enforcement by the EEOC and FEPAs.
Under Title I of the ADA, individuals who believe they have been subjected to disability-based employment discrimination may file an administrative charge. This article looks at who files charges; over what issues, and with what outcomes in both Equal Employment Opportunity Commission (EEOC) field offices, and state and local fair employment practice agencies (FEPAs). The data for the article are computerized records of all ADA charges filed through March 31, 1998. The data indicate that individuals who rely on a FEPA to investigate their charge have a greater likelihood of obtaining a beneficial outcome than individuals who rely on the EEOC, but proportionately more individuals receiving a beneficial outcome are likely to receive monetary benefits from the EEOC than from a FEPA. Further, those who receive beneficial outcomes will probably receive greater monetary benefits from charges investigated by the EEOC than from those investigated by a FEPA.
Moss
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Cecil G. Sheps Center for Health Services Research, University of North Carolina, Chapel Hill 27599-7590, USA.
Ullman
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Johnsen
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Starrett
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Burris
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D002961:Civil Rights / Q000331:legislation & jurisprudence; D006233:Persons with Disabilities / Q000331:legislation & jurisprudence*; D017598:Efficiency, Organizational / Q000331:legislation & jurisprudence*; D004651:Employment / Q000331:legislation & jurisprudence*; D006801:Humans; D011287:Prejudice; D012935:Social Justice / Q000331:legislation & jurisprudence*; D013997:Time Factors; D014481:United States