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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

  • BALTIMORE – Golden Entertainment, Inc., the former owner and operator of Rocky Gap Casino in Flintstone, Maryland, has agreed to pay $100,000 and implement comprehensive sexual harassment prevention...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) released the Fiscal Year (FY) 2023 Office of General Counsel (OGC) Annual Report, covering Oct. 1, 2022 to Sept. 30, 2023, and a ...

  • INDIANAPOLIS – Ephraim McDowell Health, Inc. (EMH), headquartered in Danville, Kentucky, violated federal law by denying a female employee a promotion because of her sex and retaliated against her a...

  • ATLANTA – Iron Hill Brewery of Buckhead, LLC, and Iron Hill Brewery, LLC, a chain of breweries and restaurants, illegally discriminated against an African American employee when it fired him because...

  • ATLANTA – Dillard’s, Inc., a national department store chain based in Little Rock, Arkansas, will pay $70,000 and furnish other relief to settle a U.S. Equal Employment Opportunity Commission (EEO...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today released two reports on people with disabilities in the federal workforce.

  • CLEVELAND – Cedar Fair, L.P., doing business as Cedar Point, and Magnum Management Corporation, which own, operate, and staff the Sandusky, Ohio-based Cedar Point amusement park, will pay $50,000 to...

  • MIAMI – Nursing home operators Hobe Sound OPCO and related companies Hobe Sound Realty, TOH Holdings, and HSRE, have agreed to pay $67,500 to settle a national origin discrimination lawsuit filed by...

  • NEW ORLEANS – Pharmacy and retailer Walgreens Co. has agreed to pay $205,000 and provide other relief to settle a pregnancy discrimination lawsuit filed by the U.S.

  • ALBUQUERQUE, NM – Sandia Transportation, L.L.C. has agreed to pay $97,500 to settle an employment discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the feder...

  • MILWAUKEE – Charter Communications, LLC, a broadband connectivity company and cable operator also known as Spectrum, will pay $60,000 and provide other relief to settle a disability accommodation la...

  • FRESNO, Calif. – Sunshine Raisin Corp., doing business as National Raisin, will pay $2 million and furnish extensive injunctive relief to settle a U.S. Equal Employment Opportunity Commission (EEOC)...

  • GRAND RAPIDS, Mich. – Mead Johnson & Company, a manufacturer of baby formula, will make a $15,000 donation to the American Cancer Society and provide other relief to settle a disability discrimi...

  • SEATTLE – Seattle Children’s Hospital has agreed to pay $125,000 in compensatory damages and back pay to a former employee and provide other injunctive relief following an investigation by the U.S...

  •  Visualization showing the national median pay band was higher for men than women in 2017 and 2018 pay data reported to the EEOC. +Enlarge this image.

September 2010 - Black Dockworkers and Janitors Subjected to Nooses, Racist Graffiti, and Adverse Working Conditions

CHICAGO – Federal Magistrate Judge Susan E. Cox has granted preliminary approval to a $10 million, five-year consent decree in connection with the race harassment and discrimination lawsuit against Roadway Express and YRC, Inc that had been brought by the EEOC. In addition, the decree enjoins future discrimination at the facilities and requires the appointment of a monitor to oversee its implementation.

In the lawsuit, the EEOC claimed that the company subjected black employees at its Chicago Heights, Ill., and Elk Grove Village, Ill., facilities to a racially hostile working environment and racial discrimination in terms and conditions of employment. Roadway Express operated the facilities until its merger with Yellow Transportation, when the two companies combined operations to form YRC, Inc., in October 2008.

The EEOC had gathered evidence that black employees were subjected to multiple incidents of hangmans nooses, racist graffiti and racist comments, and racist cartoons. Evidence also showed that Roadway and YRC subjected black employees to harsher discipline and scrutiny than their white counterparts and gave more difficult and time-consuming work assignments to black employees than white employees.

The consent decree enjoins YRC from engaging in discrimination because of race or retaliating against individuals who complain about racial discrimination; requires the development of revised anti-harassment policies; specific recordkeeping and reporting of complaints; and annual anti-harassment training. The decree also requires YRC to retain consultants to examine the company’s discipline and work assignment procedures and recommend changes to prevent racial disparities. Finally, the decree requires the appointment of a monitor to oversee the companys response to complaints and to report on the company’s compliance with the decree. The monitor will report semi-annually to the court and to the EEOC.

The consent decree covers over 300 African-American employees who worked at the Chicago Heights and Elk Grove Village facilities as dockworkers and janitors from March 2002 to the present. Eligible claimants will be invited to participate in a claims process over the coming months. At the conclusion of the claims process, the decree and distribution schedule will be submitted to Magistrate Judge Cox for final approval.

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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