Asonye & Associates Attorney at Law

Attorneys, Business Law Attorneys, Business Litigation Attorneys

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Today: 8:30 am - 5:00 pm

(312) 795-9110Call Visit WebsiteVisit Website Map & DirectionsDirections39 S La Salle St Ste 815Chicago, IL 60603 Write a ReviewWrite Review

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Hours

Regular Hours

Mon - Fri:	8:30 am - 5:00 pm

Places Near Chicago with Attorneys

Wrigleyville (4 miles)
Cicero (11 miles)
Oak Park (13 miles)
Berwyn (14 miles)

More Info

General Info

We offer personalized and efficient representation in employment law and immigration matters.

Extra Phones

TollFree: (800) 851-6782

Payment method

check, discover, master card, visa

Location

11 South La Salle Street Bldg

Neighborhoods

The Loop, Central Chicago

AKA

Uche Asonye & Associates

Asonye Uche & Associates

Other Link

https://www.aa-law.com

Categories

Attorneys, Business Law Attorneys, Business Litigation Attorneys, Criminal Law Attorneys, Discrimination & Civil Rights Law Attorneys, Employee Benefits & Worker Compensation Attorneys, Employment Discrimination Attorneys, Immigration & Naturalization Consultants, Immigration Law Attorneys, Labor & Employment Law Attorneys, Legal Service Plans, Patent, Trademark & Copyright Law Attorneys, Sexual Harassment Attorneys, Workers Compensation Assistance

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Details

Phone: (312) 795-9110

Address: 39 S La Salle St Ste 815, Chicago, IL 60603

Website: https://www.aa-law.com

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Asonye & Associates Attorney at Law

Sex Crimes
Circuit Court of Cook County (State Court) for retaliatory discharge, sexual assault and battery, breach of employment contracts, non-compete covenants and defamation matters.
Burglary
August 2012 - The Department of Homeland Security recently announced that on August 15, 2012, U.S. Citizenship and Immigration Services will begin accepting two-year permit applications for eligible undocumented youth, or DREAMers, under President Obama’s Deferred Action for Childhood Arrivals program. This program is designed to suspend deportation for some young illegal immigrants and accept applications that would grant them work permits. Those that qualify are undocumented immigrants between the ages of 15 and 30 that entered the US before age 16, resided in the country for at least five years as of June 15, 2012, have not been convicted of a felony, a “significant” misdemeanor such as burglary, sexual abuse, drug distribution, among others, or three other misdemeanors, and are currently in school, graduated from high school, earned a GED, or served in the military.
Misdemeanors
6. You have not been convicted of a felony, significant misdemeanor, or three or more misdemeanors, or do not otherwise pose a threat; and
Assault
Our client filed a charge and complaint of discrimination based on sexual harassment, sex discrimination, retaliation, assault and battery against her former employer. Our client claimed that over the course of approximately 5 months, her employer made numerous inappropriate sexual comments and sexual advances towards her. Some of the claims included our client’s employer commenting on her appearance, touching her thigh, breast, and buttocks, grabbing her by the hips and pushing her head towards his lap, pulling her onto his lap and asking her to touch his erect penis, and offering to purchase her a car in exchange for sex. Our client rebuffed every instance of inappropriate sexual conduct and consequently was terminated.

Business and Corporate Law

Business Disputes
Trade Secrets

Workers Compensation
Most employers require that employees who are given severance pay agree not to sue the employer thereafter. In fact, most companies that offer severance do so to gain the certainty that no lawsuit will follow the termination whether or not the employee has any grounds for a lawsuit. A severance agreement should contain a comprehensive list of the type of claims and lawsuits that the employee is giving up as part of the agreement. This list is typically very comprehensive and contains almost every conceivable claim, except Workers Compensation claims that cannot be waived in a general release. Employees who sign these agreements should understand that their rights to sue in the future are severely curtailed if not eliminated entirely.
Employment Discrimination
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Employment Contract
Non compete agreements (non-competes) are made using different methods. Sometimes, it is contained in an employment handbook that an employee is required to sign separately. Other employers draft a separate contract or include it in an employment agreement or contract.
Employment Litigation
If a legal case proceeds to litigation, our labor law attorneys in Chicago will represent clients in all aspects of employment litigation during court proceedings, hearings and trials in...
Non-compete Agreement
The overall goal of the non-compete agreement is to prevent an employee or ex-employee from using an employer's confidential information for his or her personal benefit or for the benefit of a subsequent employer. These contracts also prohibit an employee or ex-employee from competing against his present or former employer. Non-competes are designed to protect only employers' confidential business information and only for the period necessary to do so.
Severance Agreement
Negotiating a severance agreement or contract as part of the termination process can be quite difficult and emotionally taxing for both the terminating employer and the employee who is suddenly without a job and a paycheck. Even so, it is important that emotions be set aside and the severance agreement be discussed in a business-like fashion to minimize the trauma and maximize the benefits for both sides.
Sexual Harassment
On August 9, 2019, Governor J.B. Pritzker signed the Workplace Transparency Act ("SB 75" or "the Act"). In addition to requiring employers to provide its employees with annual sexual harassment trainings, SB 75 also effectively amends the Illinois Human Rights Act. Under the Illinois Human Rights Act, employees are protected from discrimination and harassment based upon protected characteristics. SB 75 effectively adds on to that. One of the more notable changes is that this Act makes employer-imposed agreements to arbitrate claims or to maintain confidentiality of unlawful practices (up to and including violations of the Illinois Human Rights Act, Title VII of the Civil Rights Act of 1964, or any other related State or federal rule or law that is enforced by the Illinois Department of Human Rights or the Equal Employment Opportunity Commission) as a condition of employment or continued employment as unlawful and void as a matter of public policy. In addition, for settlement or termination agreements requiring confidentiality, those employees must be given the opportunity to review and revoke an agreement and be allowed to ensure that the agreement is mutually beneficial for both the employer and employee.

Immigration Law

Citizenship and Naturalization
Employment Immigration
Our Chicago law firm assists employers and businesses in all aspects of employment law and employment-based immigration. Employers can count on competent and cost-effective legal representation in obtaining work visas for highly valued or prospective managers, executives and employees or those seeking to transfer from affiliates overseas. Our team of experienced employment attorneys represent employers and businesses in other employment and labor matters as well as litigation in Illinois courts, federal courts and administrative agencies.
Family Visas
Work Visas
Investor Visas

Disability Discrimination
Our employment discrimination lawyers are located in downtown Chicago on the corner of LaSalle Street and Washington Street. They represent individuals and small businesses in employment litigation and disputes involving employment contracts. Our practice includes matters of: sexual harassment, sex discrimination, racial harassment, race discrimination, age discrimination, national origin discrimination, disability discrimination, retaliation, and employment contract disputes.

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