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

  • INDIANAPOLIS —Kenneth O. Lester Company, Inc., doing business as PFG Customized Distribution – Indiana, will pay $709,971 in monetary relief and furnish significant equitable relief to settle a fe...

  • MINNEAPOLIS – R & G Endeavors, Inc., a fast-food franchisee doing business as Culver’s Restaurants of Cottage Grove, violated federal law when it subjected employees to a hostile work environment ...

  •   WASHINGTON –The U.S. Equal Employment Opportunity Commission (EEOC) today announced the selection of Selma Cowan as the federal agency’s deputy chief financial officer. “The EEOC is for...

  • BIRMINGHAM, Ala. – Dallas-based Tenet Healthcare Corporation and its subsidiary, BBH SBMC, LLC, doing business as Shelby Baptist Medical Center, violated federal law by refusing to provide a reasona...

  • WASHINGTON – Registration for the U.S. Equal Employment Opportunity Commission’s (EEOC) 26th Examining Conflicts in Employment Laws (EXCEL) Training Conference is now open at: https://excel2023.vf...

  • WASHINGTON – Today the Equal Employment Opportunity Commission (EEOC) released a technical assistance document, “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used ...

  • ENCINITAS, Calif. – Swami’s Café and Honey’s Bistro, a chain of casual counter and table-service restaurants, violated federal law by allowing a class of female employees to be subjected to sex...

  • PHILADELPHIA – A Pennsylvania health care services company violated federal civil rights laws by paying a female technician less than males on the basis of sex and by retaliating against her for com...

  • TACOMA, Wash. — Kaiser Foundation Health Plan of Washington has agreed to pay $140,000 to an African American employee at its Tacoma Medical Center and provide other relief to resolve a racial haras...

  • AUSTIN, Texas – Corner Bar, which operates on South Lamar Boulevard in Austin, Texas, discriminated against a female bartender by reducing her hours and terminating her because she was pregnant, the...

  • WASHINGTON – Today the U.S.

  • BALTIMORE – Shepherd Electric Co., Inc., a wholesale electrical distributor that operates in the Baltimore/Washington area, will pay $185,806 and furnish significant equitable relief to settle a rac...

  • NEW YORK – Conduent State and Local Solutions, Inc., a business services provider that operates the New York E-ZPass toll collection system, and Broadleaf Results, Inc., an employment agency, will c...

  • HONOLULU – A Honolulu restaurant and its outsourced human resources company violated federal law by subjecting male employees to sexual harassment, the U.S. Equal Employment Opportunity Commission (...

  • BOSTON – LeachGarner, Inc., a metallurgical manufacturer and supplier, violated federal law when it discriminated against a class of female employees by segregating its manufacturing workforce by se...

A fact finding conference (“FFC”) is a meeting convened by the agency investigating a charge of discrimination to speak to the parties face-to-face. The meeting helps the investigator in determining whether there is sufficient evidence to take the case to an administrative law judge. The FFC typically lasts for about two (2) hours. If a Complainant does not attend or is late, his/her case will likely be dismissed. If a Respondent fails to appear, the agency may enter a default judgment against it, resulting in a finding in favor of the Complainant. During most conferences, the investigator also makes time to discuss possible settlement or other resolution of the case without litigation. The following persons are usually present:

  • The investigator from the agency investigating your charge;
  • The Complainant and his/her attorney(s);
  • Attorney(s) for the Respondent; and
  • A company representative for the Respondent.

The investigator typically opens the FFC by reading an opening statement which lays out the rules, course, and procedures for the conference. The Complainant is then required to review the charge in front of all those present, state whether the allegations are true and if any corrections are to be made to the charge.

After the charge is reviewed, the investigator leads a formal discussion of all the allegations in the charge. The investigator will ask the Complainant whether the allegations in the charge are true, and will ask the Respondent whether it agrees or disagrees with the charge allegations. Each side is then given the opportunity respond to the others’ comments. In preparation for the conference:

  •  Review the charge throughly to verify that the facts are accurate;
  •  Try to remember all the incidents, dates, and witnesses to any of the allegations. A good way to do this might be by preparing notes to help your memory;
  • Attempt to obtain the names, addresses, and telephone numbers of any potential witnesses to provide the investigator;
  • Locate and review any documents that relate to any damages in the case; and
  • Prepare a schedule of any lost pay and/or benefits for the discussion regarding possible settlement of the case.

Because fact-finding conferences often involve issues that are difficult for both the employer and employee, it is important to ensure a fruitful session with the following tips:

  • Be courteous to the investigator and other attendees;
  • Do not interrupt the investigator or other attendees. Most investigators typically give each side an opportunity to respond to issues;
  • Make eye-contact and speak directly with the investigator instead of your opponent;
  • While your opponent is speaking, take down notes to remind yourself of issues or matters that need to be clarified when it is your turn to speak;
  • Remember to stay focused on the allegations in the charge instead of unrelated matters or improper conduct unrelated to the charge allegations. The agency can only investigate allegations related to those on the charge;
  • If the investigator requests additional information, be sure to provide it by the deadline. Failure to cooperate with the agency is grounds for judgment against you.

At the conclusion of the conference, the investigator reads a closing statement which advises the parties of what to expect, when a decision is likely to be rendered, and any additional documentation and/or material that is required of the parties. 

Each party should attend the fact-finding conference fully prepared to discussed settlement or other resolution of the matter. The investigator usually attempts to get the parties to settle the case during the conference. Even though most cases do not settle at such conferences, both parties are expected to make a good faith attempt to reach a settlement.

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.