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V. Jonas Urba

V. Jonas Urba

Contracts, restrictive covenants, trade secrets and New York's duty of loyalty.
  • Employment Law, Arbitration & Mediation
  • Massachusetts, New York
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Employment law is all Urba Law PLLC does.

Employment contracts, restrictive covenants, trade secrets and duties of loyalty are serious business in New York. So are the protections available to employees who were paid a salary when they should have been hourly plus overtime. These employees can recover up to 6 years of unpaid wages. New York State's and the City's laws are even more protective of the disabled and the discriminated.

Jonas has experience in many different industries.

He uses his MBA and certified fraud examiner training to help employees as well as small employers.

Many years ago I represented a radio personality with an employment law dispute. Years after I successfully resolved that matter for the radio personality I got a call from the station manager who was earning close to a quarter million salary. The manger recalled the way I handled the radio personality's employment matter and wanted me to to the same for the manager.

There's no better advertisement than an employer who retains an employee's lawyer having experienced how the lawyer handled the former's legal matter. The manager said I "took no prisoners" and wanted me to the same for the manager.

Contracts including releases and general waivers go hand in hand with this work. It's all we do.

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 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
Florida Supreme Court Certified Circuit Civil and County Court Mediator (2004 - 2010)
Florida Supreme Court
Websites & Blogs
The Urba Law Firm
Legal Answers
196 Questions Answered

Q. Do I have right to use "constructive discharge" on my resignation letter? Details below
A: Resigning is almost always a terrible idea. You better have every one of your ducks in a row to prove constructive discharge. If you filed a complaint and can prove that and they retaliated that would probably be illegal. If you want unemployment don't quit. Seek counsel immediately!
Q. I recently filed a complaint for pregnancy discrimination against my old job, now they have someone from the national
A: Call some employment lawyers. If your former employer is interested in resolving you have a case. The big question. What will it take to resolve it so both sides agree? That takes skill.
Q. Can a school district discriminate against a substitue calling in sick? The sub has a doctors note.
A: Discriminate? We can not answer your question without specific, detailed facts and history. Discrimination is prohibited but if there is a legitimate non-discriminatory reason for treating an employee badly that is not necessarily illegal. For example, an employee brings in a doctors note but for several weeks before the note was delivered the employee had issues performing their job duties, reported late, had excessive absences or unexcused call-outs, was on vacation, or the illness or sickness seems to happen on Fridays or Mondays, etc... We are assuming that the employee's performance evaluations reflect that the employee consistently performs well right? Call an employment lawyer for a detailed conference on the specific facts of your situation before you are disciplined and never quit, or almost never quit. Good luck.
Q. A license to drive is a reqmnt, but not necsary to do my job. I was working over 20 mo. without and termin 2 mo aft WC
A: Contact the Department of Labor. Everyone working in New York must be paid at least minimum wage for all hours worked unless you are commissioned sales or few other exceptions.
Q. Is it legal in NY to enforce an employee to take lunch outside the desk and at a specific time?
A: What does your sales commission agreement state? The reason for requiring commission sales agreements is so that employees know how much they will be paid, how the commission will be calculated, and when it will be deemed earned. It's so challenging and such a high turnover in that field that many change jobs all the time. Employees need to know on what date or event they are owed commission. If an employee is paid a salary plus commission that is not hourly work. You need to sit down with an employment lawyer to discuss your pay issues. If you are being accused of spending too much time in the rest room and it is due to a medical condition have you asked for an accommodation to permit you to work with whatever condition you have, maybe with a doctor's note? Or maybe another job since that may be a hint to look for one?
Q. are employers required to give employees a job description? when an employee gets 2nd boss r they entitled for a raise?
A: If you work for the government maybe. If your union contract pays according to your duties probably. If you work for a private or non profit they could change your duties daily so no. No one is entitled to raises unless a contract or government employee legislation requires it. You might be entitled to overtime pay even if salaried (would require a battle but possible). You say managerial employee but are you administratively exempt? Do you exercise discretion and independent judgment? Hire or fire? Make policies? Supervise others evaluating their performance, etc... If not and you work overtime on salary call employment lawyers like us to discuss possible unpaid overtime.
Q. Can my employer charge me retroactively for health insurance premiums?
A: Have you discussed this with your union authorities? Their legal counsel? Have you contacted the National Labor Relations Board to inquire whether this might be an unfair labor practice by the union? Have you reached out to private lawyers who will need to review and read ALL of the correspondence regarding the issue, including your prior, current, and related collective bargaining agreements to determine whether there might be a potential breach of the agreement? Your union is responsible for complying with those agreements and they generally do not want to defend lawsuits which allege breaches of duties they owe their members. And union members generally do not want to pay private lawyers to undertake these types of lawsuits unless the case law and contract language merit such a lawsuit. A federal court might refuse to hear the case if it's an unfair labor practice since the National Labor Relations Board has primary jurisdiction over unfair labor practices and your agreement could have other obstacles such as mandatory arbitration which could knock you out of federal court as well. You face a complex legal issue. Pursue some of the above options or pay for a private consultation to review ALL relevant documents.
Q. Can I be fired for closing on a house when I am on fmla for anxiety and depression?
A: Ask your doctor. Have doctor provide you with a note. Closing on a house can be very stressful so?
Q. Starting January, employer did not pay required New York City minimum wage, nor does he pay reparations. How to proceed
A: Illegal. Attorneys fees costs penalties interest lots of remedies possible. Call employment lawyer.
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Contact & Map
Urba Law PLLC
520 White Plains Rd. Ste. 500
Tarrytown, NY 10591
Toll-Free: (914) 290-6374
Telephone: (914) 366-7366
New York City Bar Association
42 West 44th Street
3rd Floor
New York, NY 10036
Telephone: (914) 366-7366