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

  • DETROIT – Providers of home health care services Alternate Solutions Health Network, LLC (ASHN), and its affiliated entity Beaumont ASHN, LLC, violated federal law by failing to provide a reasonable...

  • BOSTON – Remote-first global technology company Digital Arbitrage, Inc., doing business as Cloudbeds, will pay $150,000 to resolve a disability discrimination lawsuit filed by the U.S. Equal Employm...

  • NEW YORK – Citizens Bank, N.A., will implement company-wide policy changes and pay $100,000 to a former employee of its Cranston, Rhode Island call center to resolve a disability discrimination laws...

  • ATLANTA – Papa John’s Pizza, an international chain of pizza restaurants based in Louisville, Kentucky, will pay $175,000 and provide other relief to settle a disability discrimination lawsuit fil...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) detailed its financial management and provided a high-level overview of key performance results in its Fiscal Year 2023 Agency Fi...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) released an update to its federal agency language access plan today, in accordance with Executive Order 13166, “Improving Acces...

  • CHICAGO – A federal judge ruled in favor of the U.S. Equal Employment Opportunity Commission (EEOC) on November 7, 2023 that Urbana School District No. 116 in Illinois violated federal law by applyi...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today released three reports focusing on different groups of women in the federal government: American Indian and Alaska Native (...

  • WASHINGTON – Today the U.S. Senate voted to confirm Chair Charlotte A. Burrows to a third term on the U.S. Equal Employment Opportunity Commission (EEOC), with the term expiring July 1, 2028.First n...

  • BIRMINGHAM, Ala. – Mueller Co. LLC, a nationwide manufacturer and seller of gas and water distribution products, and IH Services, Inc., which provides cleaning services in Mueller facilities, agreed...

  • WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) announced the opening today of the 2022 EEO-1 Component 1 data collection due Dec. 5, 2023. To meet this deadline, the EEOC stron...

  • HARRISBURG, Pa. – Weis Markets, Inc., a chain of grocery stores throughout the Mid-Atlantic and headquartered in Sunbury, Pennsylvania, subjected an employee to sexual harassment and discharged her ...

  • RENO, Nev. — PRC Industries, Inc., an E-commerce remanufacturing company, will pay two former employees of its Reno, Nevada, location $400,000 and implement company-wide preventative measures to res...

  • ST. LOUIS – Tapco Inc, a manufacturer and molder of farm equipment in Bridgeton, Missouri, agreed to conciliate two federal discrimination charges alleging sexual harassment and constructive dischar...

  • EEOC Chair Charlotte A. Burrows administers the oath of office to the agency’s new General Counsel Karla Gilbride Oct. 23, with Gwendolyn Young Reams attending. (EEOC photo/Christopher Butler)  

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.