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V. Jonas Urba

V. Jonas Urba

Urba Law Firm
  • Employment Law, Arbitration & Mediation, Civil Rights
  • Massachusetts, New York
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My undergraduate degree is from Indiana University, I have an MBA from the University of South Florida, and I graduated from Valparaiso University School of Law in Valparaiso, Indiana.

For the past 30 years I have practiced law around the country. Although I have an inactive license in Massachusetts my law practice is limited to New York federal, state, administrative, and alternative dispute resolution forums affecting New York employees or employers; regardless of current location.

I spent a total of 8 years defending a 2,000 employee state regulatory agency, a professional employer organization, and private employers and insurers in labor and employment matters before the EEOC, the Department of Labor, the Public Employees Relations Commission, the Division of Human Rights, the Division of Administrative Hearings, and several federal and state courts throughout Florida.

For about 7 years I represented Florida's most discriminated class of residents. I was invited to speak as a panel member, by a nationally recognized human rights organization, at a continuing legal education seminar at the University of Miami School of Law in 2007. I shared my work product, experiences, and legal strategies with more than 100 lawyers during that seminar.

My current practice is limited to New York State. I represent primarily employees in labor and employment law matters and have more than 10 years experience on the employee side. I occasionally represent small employers but the bulk of my practice is employee side. I enjoy wage and hour, employee mis-classification, disability and perceived disablility discrimination as well as "MeToo" and other Title VII claims including gender non-conformity charges.

Labor and employment law is constantly changing. Representing clients state-wide, our first conference will be by phone. We will decide 1) whether you have a potential claim and, if yes, 2) whether we can work with each other? Few claims are "easy." Retain counsel carefully!

Practice Areas
  • Employment Law
  • Arbitration & Mediation
  • Civil Rights
  • 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 Firm
- Current
Employment discrimination, EEOC, Title VII, ADA, ADEA, FMLA, CHRL, FLSA, WTPA, severance agreements, sexual harassment, unemployment, agency administrative actions
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
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
260 Questions Answered

Q. Can a company change your salary automatically without you signing your offer letter to accept a new position?
A: Sounds like you work on commission su your employer must provide you with a commission sales agreement. It's for your own protection in case they dont pay accordingly. You need to negotiate that not by email or hire someone to do that for you. Otherwise consider getting a new job before you quit. If you dont have a term specific employment agreement they can change your duties and compensation unless they do so for illegal reasons. Call employment lawyers to discuss.
Q. New York State unemployment benefits
A: Anyone receiving unemployment benefits in NY must be ready willing and able to work. You will need to submit reports that you are applying and seeking work. If you quit your job you will almost certainly not receive unemployment. If you are fired for gross misconduct you will not receive unemployment. Make sure to get a second opinion about surgery. If you can do your job now will you be able to do it after surgery? And how long will it take to go back after surgery? Speak with others who work as you do after they underwent whatever surgery you need. Make absolutely certain it's not a career ending surgery.
Q. I was wrongly accused of something I didn’t do at work.
A: Biggest mistake employees have been making recently? They discuss the ongoing investigation with someone after being told not to do so. That's insubordination. It often results in termination. Listen, take notes, ask questions and argue at your own risk; meaning dont argue. If you did nothing wrong you should recover unemployment unless you committed gross misconduct. That would include the above. Dont think because you were not there they have no evidence. They dont need any evidence. If you are non union no written contract and dont work for the government they need no reason at all to let you go.
Q. Just promoted but I am below my employer’s published salary band due to a max raise per year policy – is this permitted?
A: Are you female? It might. Call us to discuss. If male new hires are paid more than females promoted from within for doing the same work that would likely be illegal. It's one reason why employers in New York may no longer inquire about past salary history. They are great cases we would be eager to pursue although they are rarely easy to prove. Evidence and strategy are key.
Q. Is the employer liable for someone stealing money from another employee while being on a camera that doesnt work?
A: Theft is theft. Ask human resources what you should do. Possibly file a police report but only after HR is notified. Tell them first. OSHA protects employee health in workplaces. HR screens employees before hiring them. Your employer makes policies and procedures which might address honesty and trustworthiness. Discuss with human resources first.
Q. Where is the line drawn between sexual harassment and giving a compliment to a coworker in the office?
A: Compliment them on their work. That should exclude comments which might be "because of sex" even if stray remarks are usually not actionable. General rules: "Those are nice shoes or glasses" - probably ok. "Those are nice legs or eyes" - not ok.
Q. Can I do something to get my job to pay me my last check or do i take a loss?
A: Contact the Department of Labor to inquire.
Q. How many hours in the day/week is my boss allowed to make me work? One week I worked over 70hrs.
A: Regardless of what you are called, the discretion and independent judgment you exercise in your duties determine whether you are exempt from overtime. What you are called is almost irrelevant. The question is are you exempt? Since you have no union, assuming you do not work for the government, and assuming you have no written term contract of employment you are "at will." That means you can leave or they can ask you to leave at any time, for no reason at all. Most employees who become managers do not want to go back to hourly and overtime because they lose the "discretion and independent judgment" they have, or should have on the job. New York allows improperly classified employees to recover up to 6 years of unpaid overtime plus fees, costs and liquidated damages. Seek legal counsel for a consultation if you believe you are not truly exempt. And maybe start looking for a new job while you still have this one regardless of what you are ultimately paid. Good luck. I don't know of any law that limits the hours managers or other truly exempt employees work. Think lawyers and doctors, who generally work very long hours. Regardless of pay, many change jobs simply because of the hours demanded to do those jobs properly.
Q. Can I file a discrimination case against a company if a manger made a racist statement calling me Sammy Davis Jr?
A: Are you covered by the New York City Human Rights Law? Was it a stray remark? Keep records, document, and discuss with an employment lawyer.
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Contact & Map
Urba Law PLLC dba Urba Law Firm
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