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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...]

Current News

U.S. Equal Employment Opportunity Commission

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

  • WASHINGTON – Partnering with Tribal Employment Rights Offices (TERO) directors from the Nez Perce Tribe and Lummi Nation, the U.S.

  • CHARLOTTE, N.C. – Cinergy Entertainment Group, Inc., a Texas corporation operating multiple cinema and entertainment centers around the country, will pay $137,000 and provide other relief to settle ...

  • CLARKSTON, Mich. – Five related entities operating Culver’s restaurants in Michigan violated federal law when they fired a transgender employee and three of his colleagues after they complained ab...

  • Pittsburgh – Center One, LLC, a provider of consumer debt collection services, and Capital Management Services, LP, a related company based in Buffalo, New York, will pay $60,000 to settle a religio...

  • DETROIT – Formel D USA, Inc., an automotive quality control company with locations in Michigan, Alabama, Illinois, Tennessee and South Carolina, will pay $80,000 and furnish other relief to settle a...

  • Pittsburgh – Center One, LLC, a provider of consumer debt collection services, and Capital Management Services, LP, a related company based in Buffalo, New York, will pay $60,000 to settle a religio...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today released a federal workforce report titled, “Use of Contractors and Agency Agreements for Drafting Merit Final Agency Dec...

  • DENVER – Amer Sports Winter & Outdoor Company, a recreational gear company headquartered in Utah with employees throughout the United States, violated federal law when it fired an employee becau...

  • GREENSBORO, N.C. – Hooters of America, LLC, a Georgia corporation operating a nationwide chain of restaurants known for wings, sports and “Hooters Girls,” will pay $250,000 and provide other rel...

  • GRAND FORKS, N.D. – LM Wind Power, Inc., a manufacturer and supplier of wind turbine blades, has agreed to pay $125,000 and provide other equitable relief to settle a racial harassment and retaliati...

  • ATLANTA – Waste Industries U.S.A., LLC, TransWaste Services, LLC, Waste Industries Atlanta LLC, and GFL Environmental, Inc. (Waste Industries), providers of solid waste removal, recycling picku...

  • SACRAMENTO, Calif. – Catalyst Family Inc., a non-profit company that operates child development centers in various locations in California, has agreed to provide almost $150,000 to a former employee...

  • DENVER – Nature’s Herb and Wellness Center, doing business as High Plainz Strains, a Colorado marijuana retailer with seven retail stores, will pay $95,000 to settle a disability and retaliation d...

  • CARSON CITY, Nev. – Cruz Construction Co., Inc., agreed to provide $56,000 and injunctive relief to a former employee following an investigation by the U.S. Equal Employment Opportunity Commission (...

  • Commissioner Kalpana Kotagal, EEOC San Francisco District Director Nancy Sienko, EEOC San Francisco Deputy Director Christopher Green, and local advocates at the REACH listening session in San Francis...

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.
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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.

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