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Janitorial workers with mental retardation (MR=99) were compared to their non-disabled peers (ND=318), for a two-year period, on termination rates (voluntary and involuntary), and frequency and reasons for absenteeism. Workers with MR had a lower turnover rate but a higher rate of involuntary terminations during the second year. For first year absences, groups did not differ on total number of absences. As predicted, workers with MR took less time for personal/family reasons but unexpectantly had more absences than their non-disabled peers due to poor weather. Findings support previous research which indicates that workers with mental retardation are comparable or superior to non-disabled on turnover and absenteeism.
In April of 1987, there were more than 500 million adults worldwide with one or more identified disabilities (Feldman, 1988). In the United States there are at least 43 million people with disabilities (Bartholomew, 1991), thirteen million of whom are of working age (Howard, 1989). According to one survey, two-thirds of working-age adults with disabilities would like to work but cannot find jobs (Bartholomew, 1991; Howard, 1989; Weinstein, 1990).
The American with Disabilities Act (ADA) (Equal Employment Opportunity Commission, 1991) was enacted in 1990 to combat this problem of unemployment among persons with disabilities. It prohibits employers from discriminating against qualified job applicants with a physical or mental disability, and requires businesses, and government agencies to reasonably accommodate clients and customers with disabilities who use their services (Darragh, 1991).
To many persons with disabilities, the ADA appears to be a blessing. However, for some employers the ADA is perceived as a potentially costly mandate. While the threat of litigation may convince some employers to conform to the ADA, legislation may not change the negative perceptions that stigmatize persons with disabilities (Darragh, 1991; Noel, 1990).
Most of the unfavorable beliefs about persons with disabilities are unfounded but continue to be offered as reasons not to hire them (Jamero, 1979). Employees with disabilities are thought to perform less well, have more accidents, lower attendance rates, and higher turnover (Lester & Caudill, 1987; Stevens, 1986).
It is likely that these perceptions persist due to a lack of knowledge or contact with persons with disabilities or unsuccessful experiences with these employees (Parent & Everson, 1986). However, employers' attitudes have been shown to...