Equal Employment Opportunity in the Federal Government: A Comparative Analysis

1972 ◽  
Vol 32 (6) ◽  
pp. 851 ◽  
Author(s):  
Don Hellriegel ◽  
Larry Short
Keyword(s):  
Comparative Analysis ◽  
Federal Government ◽  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Equal Employment

scholarly journals Resolutions of ADA Title I Cases Involving People who are Visually Impaired: A Comparative Analysis

2005 ◽  
Vol 99 (8) ◽  
pp. 453-463 ◽  
Author(s):  
Darlene D. Unger ◽  
Phillip D. Rumrill ◽  
Mary L. Hennessey
Keyword(s):  
Comparative Analysis ◽  
Title I ◽  
Americans With Disabilities Act ◽  
Visually Impaired ◽  
Equal Employment Opportunity Commission ◽  
People With Disabilities ◽  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Equal Employment ◽  
To Receive

A comparison of Americans with Disabilities Act (ADA) Title I case resolutions by the Equal Employment Opportunity Commission (EEOC) involving people who are visually impaired with those involving all other people with disabilities between 1993 and 2002 revealed that people who are visually impaired are more likely than are other complainants to receive settlement benefits from their employers, to withdraw their complaints after they receive benefits without intercession from the EEOC, and to receive administrative closures. In addition, they are less likely than other complainants to have charges resolved by the issuance of a right-to-sue letter from the EEOC and to receive other closures.

Employment Discrimination and Asian Americans

2005 ◽  
Vol 3 (2) ◽  
pp. 1-15
Author(s):  
Stuart Ishimaru
Keyword(s):  
Asian Americans ◽  
Asian American ◽  
Employment Discrimination ◽  
Equal Employment Opportunity ◽  
Fundamental Rights ◽  
Employment Opportunity ◽  
Equal Employment ◽  
History Of ◽  
Outreach And Education

Despite the long history of Asian Americans of fighting for fundamental rights, Asian Americans appear to be less active in complaining about employment discrimination. For example, in 2003, Asian Americans filed proportionally fewer employment discrimination charges with the EEOC than other minority employees. This article examines the factors that create an atmosphere in which Asian Americans do not file as many charges of employment discrimination with the EEOC as one would expect. Also, it explores possible ways to motivate Asian American communities and individuals to engage in and recognize the community’s investment in the equal employment opportunity process. Specifically, it proposes additional outreach and education to Asian Americans to be informed of their rights as well as areas for further research and additional

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