V. Jonas Urba

Facts are the most important part of any employment law matter. Regardless of whether you are an employee or a small employer, employment issues are all about the facts. Your potential claim or defense depends on them.

Some of my best clients are those who I never personally met. I represent several physicians who I have never personally met. And I have counseled them for years. And they keep asking for my help. I think that speaks volumes.

The number of degrees that you have or where you attended school mean very little to me. I want to know about your facts. I will ask you very detailed questions. One of my current clients recently commented that I ask very specific questions and this client knew I cared about the client's potential claim by the types of questions I asked and how I asked those questions.

I represent college professors, educators at all levels, construction workers, mechanics, healthcare professionals, financial industry executives, chemists, sales professionals and everyone in between. To me what matters is whether you have facts which support a potential claim.

You don't need recordings, witnesses, contracts, comprehensive personnel files, or anything elaborate. But you do need to tell me about your facts. What was said, who said it, and about when the statements were made. Or you need to describe who touched you, where, when, and the circumstances of the unwanted touching.

I can never tell which potential client might have the best facts without speaking with them. I don't know who has kept all of their text messages with their supervisor. I don't know who will tell me some facts which are even better than all of their texts or emails while we speak. At times, I might spend a few hours with a potential client because I get a sense that they might lose their job and that I might be able to help.

If a potential client calls me early, before they lose their job, I respect that. I like potential clients who are not afraid to reach out early.

Valparaiso University School of Law

J.D. (1988) | Law

1986 - 1988

University of South Florida

MBA (1983) | Business Administration

1982 - 1983

Indiana University - Indiana University-Bloomington

B.S. (1980) | Psychology, Business Administration

1976 - 1980

Labor and Employment Attorney

Urba Law PLLC

2014 - 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.

2004 - 2012

Represented the most discriminated segment of the population at that time.

Labor and Employment Attorney

Modern Business Associates, Inc.

2003 - 2004

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.

2002 - 2003

Represented carriers and employers.

Labor and Employment Attorney

Miller Kagan Rodriguez & Silver, P.A.

2001 - 2002

Represented carriers and employers.

Labor and Employment Attorney

Law Office of Jonas Urba, P.C.

1996 - 2001

Employment discrimination, EEOC, Title VII, ADA, severance agreements, agency administrative actions, unemployment, sexual harassment, FLSA, FMLA

Labor and Employment Attorney

McCrea & Keck, LLC

1995 - 1995

Represented carriers and employers.

Assistant General Counsel

State of Florida Department of Business & Professional Regulation

1990 - 1994

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

1988 - 1989

Prosecuted criminal cases.

The Glory Days of PUBLIC SERVICE

Westchester Lawyer magazine

May 1, 2019

Do Statutory Rights Mean What They Say?

Florida Bar - Administrative Law Section Newsletter

March, 1992

Strategies to Protect Non-Traditional Families , University of Miami Law School / NCLR , Miami, Florida

January 26, 2007

NCLR

Florida continuing legal education workshop / seminar. Panel member / speaker.

Certified Fraud Examiner

Association of Certified Fraud Examiners

2011

Jonas Urba mentioned for helping a pregnant Planned Parenthood employee

New York Times

2018

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

1988

National Employment Lawyers Association, New York

Member

Current

New York City Bar Association

Member

Current

New York State Bar Association  # 4974333

Member

Current

Westchester County Bar Association

Member

Current

Colorado

1994-2012

Florida

1988-2012

Massachusetts

Since 2008

New York

Since 2011

United States District Court for the Eastern District of New York

Since 2015

United States District Court for the Northern District of New York

Since 2020

United States District Court for the Southern District of New York

Since 2014

United States District Court for the Western District of New York

Since 2020

• 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
• Arbitration & Mediation
• Gov & Administrative Law