This investigation matched 23 workers with severe mental retardation to 23 workers without disabilities by job type and minimal duration of employment (at least 6 months) to determine if co-worker relations differed between the two groups of employees. Results indicated that, compared to workers with severe mental retardation, nondisabled workers were more likely to receive information, to receive training, and to interact as friends outside the workplace.

Workers with and without disabilities (n = 85) were studied in an effort to determine whether co-worker relations differed between these employees. Few differences were found. Interactions of co-workers without disabilities with their supported co-workers who had disabilities were remarkably similar to their interactions with other co-workers without disabilities in eight of the nine interaction categories investigated. In the ninth category (befriending off the job), co-workers without disabilities interacted more among themselves. Considering only workers with disabilities, those employed individually in light industry occupations experienced less physical integration than did those employed either in groups or in any other occupation. These findings were discussed in relation to available research.

A questionnaire to assess awareness and knowledge of various syndromes was mailed to a random sample of elementary special education teachers in Colorado. Approximately half of the questionnaires were completed and returned. Results indicate that significantly more respondents had knowledge of Down syndrome than of fetal alcohol or fragile X syndromes. Respondents' level of education, date of most recent degree, and years of experience were not associated with greater awareness nor knowledge of fragile X syndrome. Respondents expressed interest in a broad array of fragile X in-service training topics.

Correspondence between verbal and nonverbal behavior in an exercise room was taught to 4 13-year-old boys diagnosed with moderate mental retardation. Participants were asked prior to each exercise session which exercise machine(s) they intended to use. No contingencies on stating intentions (promising) were applied. Following the exercise session, participants were asked to say (report) which machine(s) they had used. Following the baseline condition, do-report correspondence training was introduced sequentially across participants. During do-report correspondence training, accurate reporting was reinforced. High rates of both do-report and promise-do correspondence were observed. Data were analyzed via a multiple baseline across subjects design and contingency-space analysis. Results are discussed with regard to observed changes in promise-do correspondence subsequent to observed changes in do-report correspondence.

The employment outcomes of nonminority and minority-status supported employees in the state of Illinois were examined. Results indicated that minority-status supported employees were younger, had higher IQs, and earned more wages per month than did nonminority supported employees. Few differences between minority subgroups were identified.