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V. Jonas Urba

V. Jonas Urba

Only employment law across New York from Buffalo to Canada Border to Manhattan
  • Employment Law
  • Massachusetts, New York
Review This Lawyer
Legal Knowledge
5.0/5.0
Legal Analysis
5.0/5.0
Communication Skills
5.0/5.0
Ethics and Professionalism
5.0/5.0
Michael C. Schmidt
Reviewed by Michael C. Schmidt September 1, 2019
Rating: 9 Justia Lawyer Rating - 9 out of 10
This is based on my experience with this lawyer in our cases.
Claimed Lawyer ProfileOffers Video ConferencingQ&ALII GoldSocial MediaResponsive Law
Biography

I have focused on Employment Law for 20 years. Since 2011 my practice is exclusively across New York State. It is limited to Employment Law.

As a member of the National Employment Lawyers Association since 1997, although not continuously, I represent mostly employees. I do list some small employers, representative clients, who I have helped for years.

Typical cases include:

1) Race Discrimination or Retaliation
2) Gender or Sex Discrimination or Retaliation
3) Disability or Perceived Disability Discrimination or Retaliation
4) Hostile Workplaces from which Employees sometimes are forced to leave (these cases are rare and resignation is highly unusual, rarely recommended)
5) Noncompetition and Severance Agreement reviews
6) Wage and Hour Law Cases. These often include salaried employees who have been misclassified as exempt from overtime pay. Again, these are rare cases and very fact specific.

I am admitted to all of New York's federal trial courts.

2014 - Southern District of New York
2015 - Eastern District of New York
2020 - Northern District of New York
2020 - Western District of New York

Representing clients from long distances is not new to me. I have done so for almost a few decades. I began doing so in New York almost five years ago after I won a telephone hearing representing a client I had never met in-person. That's not unusual. What was unusual about that case is that I was able to rehabilitate my client's perjured testimony without leading him. The transcript was reviewed and authorities found that I had actually done so without giving my client the answer. It made me realize that person-to-person meetings were unnecessary and I have continued that since that phone hearing.

Employment Discrimination matters are always about the facts. And every potential client and I speak on the phone to gauge whether we might be good for one another. Not every lawyer is the right lawyer for a potential client and vice versa. I suggest calling many lawyers.

Practice Area
    Employment Law
    Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Wrongful Termination
Video Conferencing
  • Skype
  • Zoom
Fees
  • 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.
  • Rates, Retainers and Additional Information
    Severance agreements, non-competes, and employment contracts are usually flat rates. Litigation is sometimes on a contingent fee basis. Fee agreements are memorialized in writing.
Jurisdictions Admitted to Practice
Colorado
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Florida
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Massachusetts
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New York
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United States District Court for the Eastern District of New York
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United States District Court for the Northern District of New York
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United States District Court for the Southern District of New York
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United States District Court for the Western District of New York
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Languages
  • English: Spoken, Written
Professional Experience
Employment Lawyer
Urba Law PLLC fka Urba Law Firm
- Current
Represent mostly discriminated employees. Also help small businesses with employment law matters. Practice exclusively limited to employment law. Serve the entire state from Buffalo to Manhattan and all places in between.
Human Rights Lawyer
Central Florida Law Office of Jonas Urba, P.A.
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Human Resources Director
Modern Business Associates, Inc.
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Labor Lawyer
Fowler White Boggs Banker, P.A.
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Labor Lawyer
Miller Kagan Rodriguez & Silver, P.A.
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Labor, Employment and Personal Injury Lawyer
Law Office of Jonas Urba, P.C.
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Labor Lawyer
McCrea & Keck, LLC
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Assistant General Counsel - Internal Affairs / Litigation
State of Florida Department of Business & Professional Regulation
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Assistant State Attorney
Office of the State Attorney 20th Judicial Circuit Florida
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Law Clerk for Civil Rights and Labor Lawyers
Law Office of Joseph Vassallo, P.A.
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Education
Valparaiso University School of Law
J.D. (1988) | Law
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University of South Florida
MBA (1983) | Business Administration
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Indiana University - Indiana University-Bloomington
B.S. (1980) | Psychology, Business Administration
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Indiana University - Indiana University-Bloomington Logo
Awards
Highest Scholastic Achievement
Valparaiso University School of Law
Professional Associations
National Employment Lawyers Association, New York
Member
Current
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New York City Bar Association
Member
Current
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New York State Bar Association  # 4974333
Member
Current
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Publications
Articles & Publications
The Glory Days of Public Service
Westchester County Bar Association
Speaking Engagements
Employment Law Reality Check, Over 50 employment law related videos posted since 2018, YouTube
Urba Law PLLC
Ongoing YouTube videos called Employment Law Reality Check on various employment law issues from 2018 through the present.
Protecting LGBT-Headed Families, University of Miami School of Law CLE, Miami, Florida
University of Miami School of Law and National Center for Lesbian Rights
Florida continuing legal education workshop / seminar. Panel member / speaker.
Certifications
Certified Fraud Examiner
Association of Certified Fraud Examiners
Websites & Blogs
Website
Urba Law PLLC, New York
Blog
New York Employment Law (212) 731-4776
Videos
Urba Law PLLC helps healthcare workers across New York State if they are retaliated against for reporting imminent threats to public health or safety. They need to first report substantial... Healthcare Workers have New Whistleblower Protections 2020 | New York | Urba Law PLLC

Urba Law PLLC helps healthcare workers across New York State if they are retaliated against for reporting imminent threats to public health or safety. They need to first report substantial...

Urba Law PLLC, a New York statewide employment law firm, helps employers and employees, who need legal counsel on whether COVID vaccinations can be forced on employees. Excusing one employee... Can an Employer Require COVID Vaccinations | New York | Urba Law PLLC

Urba Law PLLC, a New York statewide employment law firm, helps employers and employees, who need legal counsel on whether COVID vaccinations can be forced on employees. Excusing one employee...

Race discrimination is often proven through circumstantial evidence. Rarely do we have direct evidence such as comments or references to racially motivated employment actions. Sometimes, employees themselves are not aware... Proving Race Discrimination at Work | New York | Urba Law PLLC

Race discrimination is often proven through circumstantial evidence. Rarely do we have direct evidence such as comments or references to racially motivated employment actions. Sometimes, employees themselves are not aware...

Jonas Urba, a New York employment lawyer, here with Employment Law Reality Check. Last week's video discussed how we represent employees who we may never meet in person. How is... Analyzing an Employer's Defenses is Key for Employment Discrimination | New York | Urba Law PLLC

Jonas Urba, a New York employment lawyer, here with Employment Law Reality Check. Last week's video discussed how we represent employees who we may never meet in person. How is...

I'm Jonas Urba, a New York employment lawyer, here with Employment Law Reality Check. How do employment lawyers represent employees without ever meeting them in person? Employment lawyers are doing... Remote or Virtual Legal Representation for Employment Law | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer, here with Employment Law Reality Check. How do employment lawyers represent employees without ever meeting them in person? Employment lawyers are doing...

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check talking about employment agreements and noncompetition provisions. Those are coming up all the time with work... Noncompetition and Nonsolicitation Agreements Might be Enforceable | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check talking about employment agreements and noncompetition provisions. Those are coming up all the time with work...

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. How much severance pay are you entitled to receive? There is no mandatory requirement in New... One Week's Pay for Each Year of Service is Not a Law and Never Was | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. How much severance pay are you entitled to receive? There is no mandatory requirement in New...

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check.  Today we're talking about PIPs. Sometimes known as corrective action plans (CAPs) or any type... Rebuttals are Necessary for Discriminatory Performance Improvement Plans | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. Today we're talking about PIPs. Sometimes known as corrective action plans (CAPs) or any type...

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. Did you know that if you take confidential information from your employer like trade secrets or... Defend Trade Secrets Act protects Confidential Information, Trade Secrets | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. Did you know that if you take confidential information from your employer like trade secrets or...

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. Most employees are "at will." Government employees, union employees, and ones with private contracts have some... "No Reason is a Good Reason" to Terminate Any "at will" Employee | New York | Urba Law PLLC

I'm Jonas Urba, a New York employment lawyer here with Employment Law Reality Check. Most employees are "at will." Government employees, union employees, and ones with private contracts have some...

Legal Answers
489 Questions Answered
Q. My employer gave us a project that superseded our job description & paygrade, but won't pay us more. Is this bad faith?
A: Are you referring to a collective bargaining agreement? Such agreements should protect all covered employees. And those agreements must be followed as drafted, reasonably interpreted and fairly applied to all covered employees. A breach of a duty of fair representation aka a DFR claim might be appropriate with the NLRB or National Labor Relations Board. Maybe another employment agreement applies as well. Breach of private employment agreement? You mention equal pay for the work. Are you suggesting that one or more protected classes of employees are being denied the pay awarded to employees of other classes who are preferred? That may be discriminatory. If gender or race or color or other protected classes of workers are affected in the terms or conditions of their work because of membership in such classes that may be a discriminatory pay practice. If the employer is paying prevailing wages and treating all classes of employees similarly poorly that might be ok? Saving money is not illegal. Call some employment lawyers to either confirm an illegal or discriminatory pay practice, file a complaint with the NLRB, or seek counsel on a possible discrimination complaint or breach of contract if facts support same.
Q. Im a nurse.the hospital called to say im being "investigated for inappropriate access to a patient chart"recommendation?
A: Be careful. You have a duty to cooperate. If one of the investigators who contacts you is a lawyer ask if you should retain a lawyer. They don't have to permit you to have a lawyer and raising the issue, unless they involve lawyers, could make the situation worse unless you suspect that you violated codes of conduct or licensure ethics rules. Do NOT conduct your own investigation. Do not post anything at all on social media. Health care employees are in shortage now. Many have turned to remote consult work or left the field entirely. If you lost this job you will likely land another unless: Your conduct fell below standards of care and you face licensure disciplinary action. You might cooperate, remain in contact and if you see this is taking weeks look for another job. If you are not working or earning money you should qualify for honest application of unemployment benefits. Reread your ethics rules from the DOH, DOE, and your employee handbooks and follow them. Good luck. Not legal advice and no lawyer client relationship.
Q. the company can fire me because my health condition (cold allergy) ??
A: A suggestion might be to launch the interactive process. What's that? You request a reasonable accommodation based on your "disability" which does not cause your employer an undue hardship. Remember that you must be able to perform the essential functions of your job with or without a reasonable accommodation. This particular job may or may not be the right fit for you depending on what accommodation you may need and whether providing that accommodation will cause the undue hardship to your employer. That is a very extensive process. Why do employees lose their jobs for similar situations? Because some, not necessarily you, don't want to engage, meaning have a reasonable, non-confrontational discussion with their employer. Sometimes an employee waits until the employer is already unhappy about the employee's performance which is never good. Assuming that you have been performing your job well so far any reasonable employer should be open to discussing an accommodation for you. You need to discuss what your understanding was up front, what you discussed with the employer, and how you can perform the essential functions of your job. Let's say you take your job description to a physician. The physician reviews it and tells you this is not the job for you, that would be bad. However, if the physician suggested that you take more frequent warm-up breaks and this does not disrupt the employer's process that might be reasonable. There are literally thousands of possibilities here. What's the most important thing? You sitting down, face-to-face preferably, with someone who understands the interactive process and accommodation. Texts won't do, emails are terrible, and having others speak for you is usually not optimal. Keep an open discussion, remain civil during the process, understand that there may come a point where everyone decides another position may be better suited for you. Not every position works for every employee, with or without accommodations. It all depends on the facts. Good luck.
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Annotations
Estate of Benitez v City of New York
New York Other Courts
Brown & Brown, Inc. v Johnson
New York Court of Appeals
Doe v. Bloomberg, L.P.
New York Court of Appeals
Bentley v. AutoZoners, LLC
US Court of Appeals for the Second Circuit
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Contact & Map
Urba Law PLLC
200 Park Ave. Ste 1700
New York, NY 10166-0005
Telephone: (212) 731-4776
Monday: 9 AM - 7 PM
Tuesday: 9 AM - 7 PM
Wednesday: 9 AM - 7 PM
Thursday: 9 AM - 7 PM
Friday: 9 AM - 6 PM
Saturday: Closed (Today)
Sunday: 1 PM - 7 PM
Notice: Initial phone conferences available during these hours - no charge. Zoom or skype conferences might be requested thereafter, if necessary and agreed.
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