English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

Purpose:  We explore whether certain employer characteristics predict Americans with Disabilities Act (ADA) charges and whether the same characteristics predict receipt of the Age Discrimination in Employment Act and Title VII of the Civil Rights Act charges.   Method:  We estimate a set of multivariate regressions using the ordinary least squares method.   Results:  Most employer-level characteristics that predict the receipt of ADA charges also predict the receipt of other types of discrimination charges.   Conclusions:  Our findings suggest that educational outreach efforts aimed at reducing the level of perceived disability discrimination in the workplace can be more efficient by targeting employer groups who are likely to receive charges under not only the ADA but also other statutes as well.

Comparison of Employer Factors in Disability and Other Employment Discrimination Charges