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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
Claimed Lawyer ProfileQ&ASocial 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
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
483 Questions Answered
Q. Can a school district put you on unpaid leave without it being in contract for refusing Covid-19 weekly testing
A: It's a public safety issue like wearing seat belts although you can't see the potentially deadly nature of the virus. If you have a strongly held religious belief from a recognized religious group or organization speak with those authorities about an exemption. If your physician believes that your immune system or other serious health condition prevents you from vaccination speak with your medical professional. Union contracts do not include every single unknown, unforeseen possibility. COVID may not have even existed when the collective bargaining agreement was drafted. Your union has a duty of fair representation. That means that it will or should treat every single member similarly. If the union is not requiring that everyone be vaccinated it would certainly be discriminatory for it to exempt testing for some but not others. If you had immune compromised children and discovered that their bus driver is not vaccinated would you be ok with them riding on that bus? What about your doctor's office? If everyone at the doctor's office was not vaccinated would you not choose another doctor? The list goes on. When I relay my story of having a near death viral experience where a physician looked scared s _ _ _ _ _ _ _ into my eyes, having no idea how I might be cured, me with a relapsing fever of 103 for almost 3 weeks with dry heaves, barely able to walk or keep food down, thinking I was going to die, suffering with a viral infection which to this day has no vaccine. I will never choose that road again. Called Colorado Tick Fever. I was a whole lot younger and very physically fit, but still very near death. No thanks. Good luck.
Q. In NY if 3 children are named as agents on a Health care Proxy do all 3 have to agree on decisions or can 2 overrule?
A: The plain meaning of the language of any legal document applies. Was the document drafted clearly and unambiguously? Carefully examine the four corners of the document, meaning what language is used throughout the document. Hopefully yes and that answers your question. If not, how will any ambiguity or uncertainty be decided? 1) Can the intent of the maker or principal be obtained through other documents? A living trust would be one such document. If these 3 persons are co-trustees, does the trust require a unanimous decision or best of 3? Do other documents or transactions of the principal confirm what her/his intention was? Examine those documents. 2) If there's still no definitive answer, apply to a Surrogate's Court and ask the judge to decide. I have watched a single health care proxy not follow the principal's wishes or act in the incapacitated person's best interest so these documents are necessary but don't always accomplish what the maker of the document intended, which, in the end, is all that matters.
Q. fmla expired I am still disabled and cannot return to work & my co. Is not giving me accurate info on next steps for ext
A: You must be able to perform your job duties with or without a reasonable accommodation. Extending your FMLA leave might be a reasonable accommodation depending on the circumstances. Have you kept your employer informed of a date certain for when you will return? An open-ended date rarely works. Employers are not required to keep positions open indefinitely unless a contract requires it. But when employees request extended leave in advance, some employers will allow extended FMLA as an accommodation, even for a year, which courts have found reasonable. But anything beyond that or an indefinite date is often not. Requesting an accommodation due to disability via extended FMLA leave is different from just FMLA leave. Employees must keep their employers informed of anticipated return to work date(s) along the way. Your facts do not disclose whether your position is still open. Have you called the employer and asked? Or whether you may need to re-apply? Take notes of who you speak with and what you discuss. Express your continued interest in the position. Provide them with a return date. Simply communicating that information often works unless a communication breakdown occurred. If FMLA expires and the employee has not provided and confirmed a date certain for return employers may assume an employee quit when FMLA expired. That would not be unreasonable. Call and secure your updated doctor's note RTW date. 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 (Today)
Saturday: Closed
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.