938-939). In Murphy v. United Parcel Service, the Supreme Court applied its Sutton rule "that impairments are evaluated in their corrected state" to determine whether they are disabilities covered under Title I of the ADA" (Twomey, 2001, p.551). Finally, in Albertson, Inc. v. Kirkingburg, the Supreme Court "concluded that an employer can develop and enforce federally mandated safety standards even when an experimental waiver program exists" (Twomey, 2001, p.551). .
The Equal Employment Opportunity Commission (EEOC) reports, "receiving 108,939 ADA charges over the period of 1992-1998, resulting in the payment of $211 million in monetary benefits". The American Bar Association reports, "that from 1992 to 1997, employers won 92% of the 700 federal court cases involving ADA claims". Although most disabled persons in the work force "are not victims of employment discrimination", employers remain concerned about the potential costs of disability claims and compliance measures (Holley, Jennings, Wolters, 2001, p. 424). .
Implementation of the Americans with Disabilities Acts falls not upon one sole federal agency. The Attorney General, Equal Employment Opportunity Commission, Secretary of Transportation, and the Chairman of the Federal Communications Commission, all have responsibilities under "SEC. 505 Paragraph (2), for implementing the ADA and rendering assistance to individuals and institutions that have rights or duties under the respective title or titles" (DOL, 2003). The Equal Employment Opportunity Commission and Attorney General, have the responsibility of implementing title I. The Attorney General will implement subtitle A of title II and the Secretary of Transportation has the responsibility of implementing subtitle B of title II. The Attorney General, in coordination with the Secretary of Transportation and the Chair of the Architectural Transportation Barriers Compliance Board, has the responsibility of implementing title III.
