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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with mental retardation is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with mental retardation and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the CPs; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the legal outcome or Resolution of these complaints. Chi-square analyses revealed that persons with mental retardation were more likely to encounter discrimination involving matters of involuntary termination (discharge), involuntary resignation (constructive discharge), and harassment. They were less likely to encounter discrimination related to reasonable accommodation, promotion, demotion, and reinstatement. Allegations of employment discrimination by persons with mental retardation were more likely to have merit in comparison to allegations by CPs with other disabilities. Implications for policy and advocacy are addressed. [ABSTRACT FROM AUTHOR]