Post Hire Employment Discrimination Toward Workers with Disabilities: Development of a Prediction Model for Merit Claims
by Michael West, Leanne Campbell, Brian McMahon, and Amy Davis
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West, M., Campbell, L., McMahon, B. & Davis, A. (2008). Post Hire Employment Discrimination Toward Workers with Disabilities: Development of a Prediction Model for Merit Claims. Monograph: Workplace Supports & Job Retention, 0, .
A significant portion of workers with disabilities perceive themselves to be the victims of discriminatory policies and practices, yet only a small minority of allegations filed with the Equal Employment Opportunity Commission (EEOC) are resolved in favor of the worker. This study investigates allegations of employment discrimination under Title I of the Americans with Disabilities Act that occur following the point of hire. Specifically, a JMP Partition Model analysis was conducted to determine factors that predict allegations that are determined to be with merit by EEOC investigators. The findings show that only two variables were significantly related to the criterion variable: Time period in which the case was resolved and geographic region of the Respondent against whom the allegation was charged. Implications of the findings are presented.