Prevailing theories about stigma suggest that negative attitudes are more prevalent toward persons with behavioral disabilities. However, this study provides clear evidence that one behavioral manifestation of negative attitudes, Hiring discrimination, is more often directed at persons with physical or sensory impairments. More outreach regarding ADA rights appears indicated for individuals who share the aforementioned characteristics.

More outreach regarding ADA responsibilities appears indicated for those employers who share the aforementioned characteristics.

This article describes findings from a causal comparative study of the characteristics of employers against whom allegations of discrimination related to unlawful discharge were filed with the U.S. Equal Employment Opportunity Commission (EEOC). People with disabilities filed these allegations under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2008. Employer characteristics derived from 140,581 closed discharge-related allegations were compared to and contrasted with 165,447 closed allegations aggregated from four other prevalent forms of discrimination including reasonable accommodations, hiring, disability harassment and intimidation, and terms and conditions of employment. Tests of Proportion were used to examine comparisons of employer characteristics along a variety of factors, including size of workforce, location, and industrial classification. As compared to nondischarge allegations, discharge allegations were more likely to be filed against employers (a) with 15 to 200 employees; (b) in the South U.S. Census Tract Region; and (c) in the Manufacturing, Health Care and Social Assistance, Retail, Administrative Support, Waste Management and Remediation, Finance and Insurance, Professional/Scientific/Technical, Accommodation and Food Service, Wholesale, Construction, Real Estate, and Agriculture/Forestry/Fishing/ Hunting industries. Additional research is needed to specify the mechanisms by which different employer characteristics influence patterns in allegations of discrimination pertaining to discharge, and human resource management (HRM) and human resource development (HRD) practices regarding ADA responsibilities must be developed with the aforementioned characteristics in mind.

Providers of training and technical assistance regarding hiring and disability may be able to adjust their services accordingly on the basis of findings such as these.

Abstract. BACKGROUND:Project Career is an interprofessional five-year development project designed to improve academic and employment success of undergraduate students with a traumatic brain injury (TBI) at two-and four-year colleges and universities. Students receive technology in the form of iPad applications ("apps") to support them in and out of the classroom. OBJECTIVE: To assess participants' perspectives on technology at baseline and perceived benefit of apps after 6 and 12 months of use. METHODS: This article address a component of a larger study. Participants included 50 college-aged students with traumatic brain injuries. Statistical analysis included data from two Matching Person and Technology (MPT) assessment forms, including the Survey of Technology Use at baseline and the Assistive Technology Use Follow-Up Survey: Apps Currently Using, administered at 6-and 12-months re-evaluation. Analyses included frequencies and descriptives. RESULTS: Average scores at baseline indicated positive perspectives on technology. At 6 months, quality of life (67%) and academics (76%) improved moderately or more from the use of iPad apps. At 12 months, quality of life (65%) and academics (82%) improved moderately or more from the use of iPad apps. CONCLUSION: Students with a TBI have positive perspectives on technology use. The results on perceived benefit of apps indicated that students with a TBI (including civilians and veterans) report that the apps help them perform in daily life and academic settings.