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V. Jonas Urba

V. Jonas Urba

Employment Law Reality Check
  • Employment Law, Arbitration & Mediation
  • Massachusetts, New York
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I'm an employment lawyer with 30 years of experience based in the greater New York City area.

I have worked as a state prosecutor and as an in-house, human resources attorney. I have been associated with a number of small law firms in addition to a 200 lawyer firm. I was the human resources director conducting internal investigations for a professional employer organization. I have founded and directed 3 law firms in 3 different states.

I am very familiar with the financial services, health care, union represented civil service, manufacturing, higher education, and sales industries. In addition to federal court litigation, mediation, and arbitration I help employees and small employers with the application of employment policies and procedures. More employers choose to apply covenants not to compete, enforce trade secrets and duties of loyalty, in order to protect legitimate business interests.

One of the most challenging things we do as employment lawyers is the reality check. We tell employees that unless they work for the government, are covered by union collective bargaining agreements, or have entered private employment contracts, their employers don't need a reason to fire them. That's correct. An employer does not have to give most employees any reason when firing them. Many employees find this surprising.

I search for sufficient facts, usually proven with circumstantial evidence, to determine whether potential clients might have suffered discrimination prohibited by Title VII, the ADA, FMLA, ADEA, EPA, FRA, PDA, or unpaid wages covered by the FLSA or New York's Labor Laws.

Practice Areas
  • Employment Law
  • Arbitration & Mediation
  • Free Consultation
    Initial telephone conference.
  • Credit Cards Accepted
    All major credit cards.
  • Contingent Fees
    The facts of each case determine whether contingent fees are appropriate. Litigation always costs money and someone must pay. The type of case and amount of potential damages determine fees.
  • Rates, Retainers and Additional Information
    Fees can be flat fees, hourly fees, contingent fees, or hybrid agreements. They can include reduced hourly and multiple other combinations.
Jurisdictions Admitted to Practice
New York
United States District Court for the Eastern District of New York
United States District Court for the Southern District of New York
  • English: Spoken, Written
Professional Experience
Labor and Employment Attorney
Urba Law PLLC
- Current
My practice is limited to labor and employment law matters. I litigate in federal court, represent clients at administrative proceedings, and have been certified as a court mediator. Most clients do not wish to spend years in court although sometimes that is the only option.
Discrimination Attorney
Law Offices of Jonas Urba, P.A.
Represented the most discriminated segment of the population at that time.
Labor and Employment Attorney
Modern Business Associates, Inc.
EEOC, Title VII, Department of Labor, sexual harassment, employment discrimination, employer policies and procedures, unemployment, internal and external employee conduct investigations
Labor and Employment Attorney
Fowler White Boggs Banker, P.A.
Represented carriers and employers.
Labor and Employment Attorney
Miller Kagan Rodriguez & Silver, P.A.
Represented carriers and employers.
Labor and Employment Attorney
Law Office of Jonas Urba, P.C.
Employment discrimination, EEOC, Title VII, ADA, severance agreements, agency administrative actions, unemployment, sexual harassment, FLSA, FMLA
Labor and Employment Attorney
McCrea & Keck, LLC
Represented carriers and employers.
Assistant General Counsel
State of Florida Department of Business & Professional Regulation
Civil servant. Represented management and human resources in agency administrative actions, public employees relations commission actions, federal, state, and administrative forums.
Labor and Employment Attorney
Law Office of Joseph A. Vassallo, P.A.
Represented injured and disabled employees at administrative agency actions and drafted documents to resolve claims.
Assistant State Attorney
20th Judicial Circuit Office of the State Attorney
Prosecuted criminal cases.
Valparaiso University School of Law
J.D. (1988) | Law
University of South Florida
MBA (1983) | Business Administration
Indiana University - Indiana University-Bloomington
B.S. (1980) | Psychology, Business Administration
Jonas Urba mentioned for helping a pregnant Planned Parenthood employee
New York Times
The New York Times published a story about pregnant employees losing their jobs at Planned Parenthood. The Times mentioned that I had resolved such a claim.
Highest Scholastic Achievement
Valparaiso University School of Law
Professional Associations
National Employment Lawyers Association, New York
New York City Bar Association
New York State Bar Association # 4974333
Westchester County Bar Association
Articles & Publications
Do Statutory Rights Mean What They Say?
Florida Bar - Administrative Law Section Newsletter
Speaking Engagements
Strategies to Protect Non-Traditional Families, University of Miami Law School / NCLR, Miami, Florida
Florida continuing legal education workshop / seminar. Panel member / speaker.
Florida Supreme Court Certified Circuit Civil and County Court Mediator (2004 - 2010)
Florida Supreme Court
Websites & Blogs
The Urba Law Firm
Legal Answers
319 Questions Answered

Q. I have a non-compete signed stating I can't work for any entity or business that competes with the Business, what's that
A: You should pay an employment lawyer to review the agreement for you. Especially since you need to know how to deal with future employment on your own or for some other company.
Q. Can I not ask back an hourly employee for next year?
A: Employment at will is the law unless: An employer violates a union contract or a private employment contract or an employee has vested civil service rights (the employee works for the government or might be funded with government funds). If you receive government monies you definitely should retain or consult an employment lawyer. Have any contracts which may apply reviewed before firing anyone. Consult legal regardless before making termination decisions to be safe.
Q. Destruction of Property- subcontractors
A: How do you know the sub was a non-employee. You can always contact the Department of Labor. That may not help you much but only the DOL can decide who is or who is not an employee. Even if everyone wanted to agree, in writing, that the unlicensed was independent. What both parties think is beside the point. The fact that you think they should have been licensed indicates that they probably did not have their own business nor other customers, probably did not decide how, how much, or when they would get paid, nor did they have control on that job nor should they have had control. They were probably an employee and the DOL will look into that AND will decide whether they really were an independent contractor. If the police think it's a civil matter it probably is. I am guessing the DA has a full plate but I could be wrong. Remember that a paper judgment is worth the cost of paper unless you collect. Call some collection civil litigators to discover what the costs and potential recovery might be.
Q. I am involved in a reprisal case and the ADR wants to know how much of a settlement I want how much should I ask for
A: Invest several hours with employment lawyers to uncover the relevant facts. Employment cases are all about the facts. Good luck. No one can reasonably provide an answer otherwise.
Q. Is it illegal for a NYC Govt agency to tell staff they will get a pay raise but then never give it to them?
A: Have you asked your union, assuming you belong to one? Your union contract protects everyone. It's called a collective agreement for a reason. If you have no union and you continue working for the lower pay have you ratified that? Meaning agreed to it? If you have no written, signed contract of employment, privately, and are paid above minimum wage and overtime what would your cause of action be? Consult employment lawyers to review your documents including the above issues.
Q. Candidate failed background check on batt charge. His lawyer is saying we still have to hire him per New York law?
A: A charge is not a conviction. How would that alleged battery charge (maybe conviction?) related to the essential functions of the job the candidate will perform? Call some employment lawyers to discuss. Don't guess!
Q. Can a company’s division payroll their employees from their main company?
A: Are you their internal watchdog? Why would you care as long as your paycheck does not bounce.
Q. Is it sexual harassment if I ask a coworker who's technically not at the same management level as me out on a date?
A: Isolated or scattered remarks even if unwelcome are almost never severe. Harassment must be severe or pervasive meaning it's recurring. Of course your employer might have a dating policy and violating that is at your own risk. You might want to run it by HR. I have heard of some employers in NYC asking employees who date to sign "love contracts." I think that's ludicrous and probably not enforceable but if your company requires that think about it if you value your job or if you object to signing something like that. If the person says no, dont proceed further. If the relationship affects the performance of their or your work you could both lose your jobs.
Q. Can I have a employment severance package reviewed free of charge?
A: Initial phone consults are free. Reviewing any documents is usually a flat rate. Call or email for rates.
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Contact & Map
Urba Law PLLC / Employment Law Reality Check
520 White Plains Rd., Ste. 500
Tarrytown, NY 10591
Telephone: (914) 366-7366
Cell: (914) 826-7721
New York City Bar Association
42 West 44th Street
3rd Floor
New York, NY 10036
Telephone: (914) 366-7366