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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
281 Questions Answered

Q. Can parents control money you earn working?
A: You are asking a family law question under an employment law heading but this link might help: Be thankful you live in New York and not in the southern United States where once a kid turns 18 parental responsibility, for all practical purposes, vanishes. In many of those states you will not even qualify for an inheritance if your parent writes you out of their will. You might even care for a parent as they age only to find out you were written out of their will after they die. It's their choice. Keep doing the right thing, focus on what you do well and learn to be great at whatever that is, and thank your lucky stars that you live in New York!
Q. My employer says that I resigned but I haven't officially resigned, what are my benefits?
A: Sounds like an immigration question. An immigration attorney should address it. Severance pay is not required in New York unless a contract requires it. Unemployment benefits are not due when a person resigns unless for good cause. Since you indicated that you wanted to relocate if you do not do so you might be denied unemployment benefits. Speak with an immigration attorney because as an employment lawyer I see the potential for no benefits other than possibly COBRA. There is no requirement that any resignation needs to be written unless your written employment contract requires such notice of resignation.
Q. If you quit a job & didnt receive your pay can you sue ?
A: Contact the New York State Department of Labor. They will help you. Everyone in New York is entitled to be paid for all hours worked.
Q. Would I be eligible for unemployment benefits if I voluntarily terminate my position due to an unfair salary?
A: No unless you have another job lined up, preferably in writing, before you quit, and after you quit the new job is no longer available. Otherwise you voluntarily limit your income by quitting. Such act is then equated to gross misconduct as disobeying your supervisor's directive would be. You then become responsible for limiting your income. And intentionally limiting your income is equivalent to a no call no show. Get a new job before you quit.
Q. What recourse do I have against an employer who lied about why I was fired?
A: Unclean Hands Doctrine applies according to your facts? If your employment application was not fully candid or truthful that is a serious problem. Did you recover unemployment benefits? The false information would have ideally been addressed during your unemployment hearing where you would have been awarded unemployment benefits but for "gross misconduct." Hopefully you recovered unemployment benefits because if you did not what theory might apply against the VA with what will likely be a gross misconduct defense in court? You do know that the employer only needs a legitimate, non-discriminatory reason to support termination, correct?
Q. I am a special edu teacher. I'll be taking students to businesses as volunteers for work experience. Business concerns?
A: Contact the New York State Department of Labor. The attorneys may also be concerned about lawsuits for minimum wage and/or overtime violations. Interns are supposed to learn skills or trades. Not simply provide free labor to save the business money and possibly deny a willing applicant a paid position. Many businesses today barely have time to provide training to paid employees. You need to seek businesses who can actually provide meaningful, possibly transferable, skills in addition to doing what some might call work with little purpose or meaning. Call the DOL and possibly have them provide you with an opinion letter which you can take to the business stating that the work will actually be that of a true intern for an identifiable job or job class. You might consider any particular interests or skills that individualized students might have and tailor internships based on skills already acquired, which the business can build on. Someone who can draw or likes to draw might be excellent at a design or art business as one example. Examine each student individually which will be lots of work I am sure. Good luck.
Q. My managers don't seem to take my concerns into account and it has led to injury and retaliation.
A: You need to be able to perform your job duties with or without a reasonable accommodation. If you need that you MUST request that. Ask your doctors what you need and consult an employment lawyer. If you have a workers compensation claim it is simple to retain a contingent fee lawyer for that. Do so. You will be glad you did. They earn nothing unless they win and the percentage they charge is limited by state law. Lawyers will not just charge percentages. They will earn those percentages as you will see. Because resolving the issues you have will probably take a long time even with legal counsel helping you.
Q. I have received an employment status letter stating that I'm a full 8 he worker. Now there is another saying temporary?
A: Every employee is a temporary worker unless: 1) They work for government and are protected by civil service laws. 2) They are union collective bargaining agreement protected. Or 3) They negotiated a term or lifetime contract of employment privately. Almost all other employees are "at will" and must comply with numerous common law duties such as loyalty to employers and with policies which often include timely reporting for work duties. Technically unless covered by 1, 2, or 3 above everyone is temporary. Seek an employment lawyer consult for more details or to review the letters or writings which might be contracts of employment, although not often.
Q. My boyfriend's co-worker is posting lewd stuff about him on his private social media accounts
A: Do they work together? As co-workers or supervisor and subordinate that would certainly be unlawful. Otherwise, it might be defamation of character, libel, or a tort. Call civil litigation lawyers to discuss if the matter is not employment related.
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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