Login

Welcome to Asonye & Associates

Asonye and Associates is a Chicago-based immigration, labor and employment law firm founded in 1993.  The firms founder has been recognized by his peers as a Leading Attorney in the area of Employment Law.   For  more than 15 years, the firm has provided competent, efficient and cost-effective representation, aided by advanced technology and prompt communication with clients. 

 
Employment Agreements and Termination Harassment/Hostile Work Environment
Workplace Discrimination Employer Resources
  • I-9 Employment Eligibility Verifcation [more...]
  • Sexual Harassment Prevention [more...]
  • Harassment Complaint Investigation [more...]
  • Diversity/Anti-harassment Training [more...]
  • Independent Contractor Status [more...]
image

Employment News

Current News

U.S. Equal Employment Opportunity Commission

Press releases and other news from the U.S. Equal Employment Opportunity Commission

  • GREENSBORO, N.C. – PepsiCo Beverage Sales, LLC violated federal law when it failed to provide a reasonable accommodation to and fired a blind employee in its North Carolina call center, the U.S. Equ...

  • LOS ANGELES – California-based Asian food companies Pacific Culinary Group, Inc. and CB Foods, Inc. will pay $245,000 and furnish injunctive relief to settle a U.S. Equal Employment Opportunity Comm...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) filed suit against 15 employers in 10 states this week, alleging the companies failed to comply with mandatory federal reporting ...

  • FAYETTEVILLE, N.C. – Subway franchises Bilal & Aaya Subway, Inc., H & F Subway Inc. and L & H Subway, Inc. (Subway) will pay $25,000 and provide other relief to settle a lawsuit filed by...

  • INDIANAPOLIS – Goshen, Indiana-based Keystone RV Company, a leading manufacturer of towable RVs, will pay $95,460 and furnish other relief to settle a disability discrimination suit filed by the U.S...

  • WASHINGTON - Registration for the U.S. Equal Employment Opportunity Commission’s (EEOC) 27th Examining Conflicts in Employment Laws (EXCEL) Training Conference is now open. Industry professionals ar...

  • SEATTLE – The Washington State Department of Transportation (WSDOT) has agreed to pay $57,577 in compensatory damages and back pay and provide other injunctive relief following an investigation by t...

  • SEATTLE – Columbia River Healthcare Inc., a nursing facility in Vancouver, Washington, that operates under the name The Oaks at Timberline, has agreed to provide monetary and injunctive relief to a ...

  • BALTIMORE – All Day Medical Care Clinic, LLC, which operates five medical clinics in Maryland, violated federal law by firing its scheduling assistant on her first day of work shortly after she requ...

  • ATLANTA – Smithfield Foods, Inc. and Smithfield Fresh Meats Sales Corporation (together, “Smithfield Foods”), which operate a food processing business that specializes in pork production, violat...

  • MILWAUKEE – The Cleaning Authority-Fox Valley, a cleaning service provider in eastern Wisconsin, will pay $200,000 and furnish other relief to settle a sexual harassment lawsuit brought by the U.S. ...

  • BIRMINGHAM, Ala. –TCI of Alabama, LLC, a recycling, removal, disposal and repair company, will pay $90,000 and provide other relief to settle a U.S. Equal Employment Opportunity Commission (EEOC) re...

  • BEAUMONT, Texas – The Modern Group, Ltd. (TMG), headquartered in Beaumont, Texas, and one of its subsidiaries, Dragon Rig Sales and Service, LLC, a manufacturing and service company which builds oil...

  • JACKSON, Miss. – Headquartered in Tennessee, Tractor Supply Company, the nation’s largest rural lifestyle retailer with over 2,400 stores and more than 50,000 employees, has agreed to pay $75,000 ...

  • NEW YORK – Maximum Security NYC, Inc., a security company headquartered in Queens, New York, will pay a former employee $22,500 and implement an anti-discrimination policy and training program to re...

Here is a list of questions that an employment attorney may ask you during consultation:

  • How long have you worked with the employer?
  • Were you treated differently or harassed because of your age, sex, race, disability, pregnancy status, national origin or other illegal basis?
  • Does your employer have a discrimination/harassment policy and have you read it?
  • Have you reported the discrimination or harassment to management and/or your union?
  • Have you followed your employer's policy in reporting the discrimination or harassment and other requirements?
  • Did you participate or encourage the harassment or discrimination?
  • After reporting the discrimination or harassment to management, did management take action to eliminate the problem ?
  • Did the discrimination or harassment cease after you reported it?
  • Was your complaint handled in an efficient and professional manner?
  • Did anyone retaliate against you for complaining about the discrimination or harassment?
  • Did you suffer any financial losses as a result of the discrimination? For example, lost wages, benefits, time at work, etc.
  • Do you have any witness to the discrimination or harassment?
  • How is your work performance otherwise?
  • How do you think that the matter should be resolved?

Disclaimer: This checklist is only for informational purposes. It does not create an attorney/client relationship. The questionnaire items are only intended to help users prepare for consultation with attorneys or governmental agencies concerning their matters. The specific answers to these questions may not necessarily determine whether or not an individual has a viable case. Users need to consult with an attorney or governmental agency to pursue their matters.
Back to Employment Law Overview

Disclaimer: The materials in Asonye & Associates web site have been prepared to permit visitors to our web site to learn more about the services we offer. These materials do not, and are not intended to, constitute legal advice. Neither transmission nor receipt of such materials will create an attorney-client relationship between the sender and receiver. Internet subscribers and online readers are advised not to take or refrain from taking any action based upon materials in this web site without consulting legal counsel. We do not undertake to update any materials in our Web Site to reflect subsequent legal or other developments.

-->