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Different paths to justice: the ADA, employment, and administrative enforcement by the EEOC and FEPAs.

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Title: Different paths to justice: the ADA, employment, and administrative enforcement by the EEOC and FEPAs.
Authors: Moss, Kathryn, Ullman, Michael, Johnsen, Matthew C., Starrett, Barbara E., Burris, Scott, Moss, K (AUTHOR), Ullman, M (AUTHOR), Johnsen, M C (AUTHOR), Starrett, B E (AUTHOR), Burris, S (AUTHOR)
Source: Behavioral Sciences & the Law. Jan-Mar1999, Vol. 17 Issue 1, p29-46. 18p.
Subjects: Legislative bills, Employment discrimination, Monetary incentives, Complaints (Civil procedure), United States. Equal Employment Opportunity Commission, Labor laws, Civil rights, Disability laws, Evaluation research, Social justice, Prejudices, Research funding, Organizational effectiveness, Research methodology, Research, Comparative studies, Time
Geographic Terms: United States
Abstract: 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. [ABSTRACT FROM AUTHOR]
Copyright of Behavioral Sciences & the Law is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: Different paths to justice: the ADA, employment, and administrative enforcement by the EEOC and FEPAs.
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  Data: <searchLink fieldCode="JN" term="%22Behavioral+Sciences+%26+the+Law%22">Behavioral Sciences & the Law</searchLink>. Jan-Mar1999, Vol. 17 Issue 1, p29-46. 18p.
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  Data: 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. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Behavioral Sciences & the Law is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
PLink https://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=pbh&AN=11822762
RecordInfo BibRecord:
  BibEntity:
    Identifiers:
      – Type: doi
        Value: 10.1002/(SICI)1099-0798(199901/03)17:1<29::AID-BSL327>3.0.CO;2-O
    Languages:
      – Code: eng
        Text: English
    PhysicalDescription:
      Pagination:
        PageCount: 18
        StartPage: 29
    Subjects:
      – SubjectFull: Legislative bills
        Type: general
      – SubjectFull: Employment discrimination
        Type: general
      – SubjectFull: Monetary incentives
        Type: general
      – SubjectFull: Complaints (Civil procedure)
        Type: general
      – SubjectFull: United States. Equal Employment Opportunity Commission
        Type: general
      – SubjectFull: Labor laws
        Type: general
      – SubjectFull: Civil rights
        Type: general
      – SubjectFull: Disability laws
        Type: general
      – SubjectFull: Evaluation research
        Type: general
      – SubjectFull: Social justice
        Type: general
      – SubjectFull: Prejudices
        Type: general
      – SubjectFull: Research funding
        Type: general
      – SubjectFull: Organizational effectiveness
        Type: general
      – SubjectFull: Research methodology
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      – SubjectFull: Research
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      – SubjectFull: Comparative studies
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      – SubjectFull: Time
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      – SubjectFull: United States
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    Titles:
      – TitleFull: Different paths to justice: the ADA, employment, and administrative enforcement by the EEOC and FEPAs.
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              Text: Jan-Mar1999
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