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V. Jonas Urba

V. Jonas Urba

Practice limited to Employment Law across New York State.
  • Employment Law, Arbitration & Mediation
  • Massachusetts, New York
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Summary

COVID-19 is changing how all of us practice law. Those changes might be permanent.

Although I had practiced law for over 25 years it was only 4 years ago that I realized we don't have to meet our clients face to face even for matters involving litigation.

I'm admitted in the Southern District of New York, the Northern District of New York, and the Eastern District of New York. I also handle New York State Division of Human Rights complaints statewide. The case I will describe was a DOL matter. Nowhere near as complicated as a federal court proceeding. It was scheduled as a telephone hearing. It seemed like an open and shut matter, or so I thought.

My client was in another state. To this day I have never met him in person. The employer was somewhere in New York, the judge was upstate, and the employer's counsel was from a third state. My client retained me over the phone. We signed an agreement. He emailed me many PDF files. I prepared him to testify by phone conference as well. We were good to go.

The day of hearing arrived. The judge swore all the witnesses by phone. I cross examined the employer vigorously. Then my client was called to testify and he lied. I was livid. Sure we would lose.

I furiously sifted through piles of documents which most employment cases have. I needed to figure out how to have him rehabilitate his own perjured testimony.

We can lead hostile witnesses. That means we can feed those witnesses answers and then hammer them no matter how they testify. We can not do that for our own clients. They need to testify themselves without our help. I succeeded. He corrected his testimony and even referred to a document without my leading him to it. But we were not finished. The DOL audited that hearing to make sure I had not led my client. I had not.

That experience taught me volumes. Truth is key. Sometimes clients insist on in person meetings and sometimes it's the lawyers who do so. But the truth surfaced solely by telephone conference here.

Practice Areas
  • Employment Law
  • Arbitration & Mediation
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. 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
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 Southern District of New York
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Languages
  • English: Spoken, Written
Professional Experience
Labor and Employment Attorney
Urba Law PLLC
- Current
My practice is limited to labor and employment law matters. I litigate in federal court, represent clients at administrative proceedings, and have been certified as a court mediator. Most clients do not wish to spend years in court although sometimes that is the only option.
Discrimination Attorney
Law Offices of Jonas Urba, P.A.
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Represented the most discriminated segment of the population at that time.
Labor and Employment Attorney
Modern Business Associates, Inc.
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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.
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Represented carriers and employers.
Labor and Employment Attorney
Miller Kagan Rodriguez & Silver, P.A.
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Represented carriers and employers.
Labor and Employment Attorney
Law Office of Jonas Urba, P.C.
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Employment discrimination, EEOC, Title VII, ADA, severance agreements, agency administrative actions, unemployment, sexual harassment, FLSA, FMLA
Labor and Employment Attorney
McCrea & Keck, LLC
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Represented carriers and employers.
Assistant General Counsel
State of Florida Department of Business & Professional Regulation
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Civil servant. Represented management and human resources in agency administrative actions, public employees relations commission actions, federal, state, and administrative forums.
Assistant State Attorney
20th Judicial Circuit Office of the State Attorney
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Prosecuted criminal cases.
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
Jonas Urba mentioned for helping a pregnant Planned Parenthood employee
New York Times
The New York Times published a story about pregnant employees losing their jobs at Planned Parenthood. The Times mentioned that I had resolved such a claim.
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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Westchester County Bar Association
Member
Current
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Publications
Articles & Publications
The Glory Days of PUBLIC SERVICE
Westchester Lawyer magazine
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
NCLR
Florida continuing legal education workshop / seminar. Panel member / speaker.
Certifications
Florida Supreme Court Certified Circuit Civil and County Court Mediator (2004 - 2010)
Florida Supreme Court
Websites & Blogs
Website
Urba Law PLLC
Blog
Urba Law PLLC
Videos
Sales professionals in their 50s and 60s are losing their jobs. Many think age discrimination but an employment lawyer might uncover something else. Employment Law Reality Check Sales Professionals Losing Jobs

Sales professionals in their 50s and 60s are losing their jobs. Many think age discrimination but an employment lawyer might uncover something else.

Probationary teachers and administrators may have Taylor Law issues. Collective bargaining agreements should be reviewed. Employment Law Reality Check Probationary Teachers Administrators

Probationary teachers and administrators may have Taylor Law issues. Collective bargaining agreements should be reviewed.

Physician and nurse practitioner non-compete agreements. You likely have one. Ask an employment lawyer to review it with you. Employment Law Reality Check Physician Nurse Practitioner Non compete

Physician and nurse practitioner non-compete agreements. You likely have one. Ask an employment lawyer to review it with you.

Switching employment lawyers. Can you do that if you now feel you made a mistake? What to consider. Employment Law Reality Check Switching Lawyers

Switching employment lawyers. Can you do that if you now feel you made a mistake? What to consider.

No law requires severance pay in New York. Many employees think there are guidelines when none exist in most cases. Employment Law Reality Check Severance Pay in New York

No law requires severance pay in New York. Many employees think there are guidelines when none exist in most cases.

Stressed at work? Don't act before discussing your specific facts with employment lawyers. Employment Law Reality Check Stress at Work

Stressed at work? Don't act before discussing your specific facts with employment lawyers.

New York City's Human Rights Law gives employees much more protection. If you work in any of the 5 Boroughs you are probably covered. Employment Law Reality Check New York City Human Rights Law 2

New York City's Human Rights Law gives employees much more protection. If you work in any of the 5 Boroughs you are probably covered.

Media attention can be a bad thing. Employees sometimes don't consider the down side. Some things to consider. Employment Law Reality Check Media Attention

Media attention can be a bad thing. Employees sometimes don't consider the down side. Some things to consider.

Bullying laws don't exist in most workplaces. Your employer doesn't have to be nice to you and they don't have to give you a reason before firing you. Employment Law Reality Check Workplace Bullying

Bullying laws don't exist in most workplaces. Your employer doesn't have to be nice to you and they don't have to give you a reason before firing you.

Legal Answers
417 Questions Answered

Q. Work place closed due to coronavirus pandemic. I was on an unpaid leave when this happened. Am I eligible for UI?
A: Apply honestly for benefits from the date that you were actually available for work. Certify for benefits honestly. Report all earnings whether paid or medical leave or other to the DOL. If you are denied benefits timely ask for a hearing and testify credibly at the hearing. Many employees somehow misunderstand the DOL and unemployment. The DOL does not deny benefits to employees unless an employee gives them a reason to do so. The most common way that happens is hiding information from them. Only the DOL can determine eligibility. It's not any employer's decision. It all depends on an employee's honestly relayed facts. Those hearings are not that complicated unless the truth has been buried.
Q. Can I lose my unemployment benefits refusing a job while nyc (downstate) is on pause and still on lockdown?
A: Is everyone provided PPE and wearing it and the workplace redesigned for social distancing? And testing in place? Look at the EEOC and OSHA websites which define safe workplaces and the duty of employers to provide one. Then report for work and take photos if not against company policy or take notes of all the apparent safety issues. Then go to your doctor or zoom conference with the doc and show them what you found and ask the doctor to write you a note with all your health issues and what type of accommodation you would need to work safely. Then forward the doctor's note to your workplace and maybe to OSHA for a safety complaint. Then keep all the above to honestly respond to the DOL if your employer challenges your unemployment. No one can guarantee you win but you will probably have done everything possible to prevail. Good luck. Thousands like you and these issues may be litigated for years to come. You can also file NYS DHR or EEOC complaints or charges if they fire you but best to retain an employment lawyer before those filings.
Q. Is it legal for an employer to dock my pay for not meeting quota? I am a salaried social worker.
A: When a salaried employee's pay is cut without advance notice the employer violates New York's Wage Theft Prevention Act and the employer converts the salaried employee to one paid on an hourly basis who qualifies for overtime pay plus. Call an employment lawyer ASAP for additional information.
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Annotations
Bentley v. AutoZoners, LLC
US Court of Appeals for the Second Circuit
Do v. Department of Housing and Urban Development
US Court of Appeals for the Federal Circuit
View More Annotations
Contact & Map
Urba Law PLLC / Employment Law Reality Check
520 White Plains Rd., Ste. 500
Tarrytown, NY 10591
Telephone: (914) 366-7366
Cell: (914) 826-7721