Factors associated with the private sector implementation of the employment provisions of the Americans with Disabilities Act of 1990

The purpose of this study was to examine the implementation of Title I of the Americans with Disabilities Act. The study: (a) investigated employers' understanding of the ADA definition of disability; (b) identified factors that influenced and policies and practices associated with the implementation of Title I; (c) examined standards used to assess undue hardship; and (d) determined the extent to which private employers sought help with employing individuals with disabilities.; The study had quantitative and qualitative components. A mail survey was conducted with a stratified, random sample (n = 320) of the private sector membership of the Illinois State Chamber of Commerce. Case studies were conducted in three private businesses of varying size and location. Participants were involved in their business' hiring process.; The researcher developed an ADA Employment Survey for both components of the study. Data were weighted and analyzed using factorial Analysis of Covariance (ANCOVA), correlation, and descriptive statistics.; Results indicated that 69% of the 143 survey respondents employed individuals with disabilities. These businesses had more fully implemented Title I and differed to a lesser extent with the ADA definition of disability than businesses without employees with disabilities.; Employment policies and practices associated with implementing Title I were ADA training, disability awareness training, identifying essential job functions, and using unbiased training and test materials. The nature and cost of accommodations were important to undue hardship decisions in 77% of the businesses surveyed. The Illinois State Chamber of Commerce (59.5%) and the Job Training Partnership Act (JTPA) Program (19.2%) were used most often by businesses seeking help employing individuals with disabilities.; Implementing Title I of the Americans with Disabilities Act of 1990 has several implications for private sector management and human resource development personnel. Among others, these implications are associated with: employers' perceptions of the ADA definition of disability; the employment of individuals with disabilities; and policies and practices used to facilitate the employment of individuals with disabilities.