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.
- 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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- Employment Lawyer
- Urba Law PLLC
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- 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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- 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.
- Highest Scholastic Achievement
- Valparaiso University School of Law
- National Employment Lawyers Association, New York
- Member
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- New York City Bar Association
- Member
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- New York State Bar Association # 4974333
- Member
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- 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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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.
- Employment Law
- Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Wrongful Termination
- English: Spoken, Written
- Q. My job asked me to share my college transcripts & diplomas to submit to U.S. immigration to help a new hire get a visa.
- A: That looks like a very strange request. I do not practice immigration law. Call some immigration lawyers. Did you attend the same school the work visa applicant attends? Maybe they need to authenticate educational documentation? But there are better ways to do that. Call immigration lawyers to confirm that your documents should be accessible only to your employer unless your employer is now questioning the legitimacy of your own documentation which they should have told you if that were the case.
- Q. Minor working grill position at chipotle?
- A: Please see a link for New York's Department of Labor handbook on the employment of minors in New York State. You'll see a distinction for minors under the age of 16 and then continuing restrictions for those between 16 and 18. Check out pages 10 to 12 I believe. https://dol.ny.gov/system/files/documents/2021/03/p882.pdf
- Q. If a person applies for a job and they are called for an phone interview for that company and Human Resources advises
- A: Why not apply for the reposted position? Many say that it is a very tight job market. An employee's choice. The candidate they selected may have accepted a better offer or failed to show for their first day of work. Human Resources thought the position was filled and here they are. Or maybe they need a second person for a nearly identical role. If they were interested in you the first time, they should be interested again. And you already phone interviewed so less work for them. Compare your credentials to the requirements for the job. If you believe that you are fully qualified again and are not even called maybe there was discrimination? An EEOC charge or a NYS Division of Human Rights complaint would likely reveal why you were not chosen a second time. Is your competition truly more qualified than you or with greater experience? Every charging party or complainant needs a plausible theory. More than a guess or a hunch. A second try should reveal whether legitimate reasons support the selection. Keep application records, resumes, and ask questions when appropriate. Good luck.
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