Free Consultation: (212) 731-4776Tap to Call This Lawyer
V. Jonas Urba

V. Jonas Urba

New York, NY Employment Lawyer w 20 Years Experience serves Buffalo 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
-
Placeholder image for jurisdictions.
Florida
-
Placeholder image for jurisdictions.
Massachusetts
Placeholder image for jurisdictions.
New York
Placeholder image for jurisdictions.
United States District Court for the Eastern District of New York
Placeholder image for jurisdictions.
United States District Court for the Northern District of New York
Placeholder image for jurisdictions.
United States District Court for the Southern District of New York
Placeholder image for jurisdictions.
United States District Court for the Western District of New York
Placeholder image for jurisdictions.
Languages
  • English: Spoken, Written
Professional Experience
Employment Lawyer
Urba Law PLLC
- 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.
-
Human Resources Director
Modern Business Associates, Inc.
-
Labor Lawyer
Fowler White Boggs Banker, P.A.
-
Labor Lawyer
Miller Kagan Rodriguez & Silver, P.A.
-
Labor, Employment and Personal Injury Lawyer
Law Office of Jonas Urba, P.C.
-
Labor Lawyer
McCrea & Keck, LLC
-
Assistant General Counsel - Internal Affairs / Litigation
State of Florida Department of Business & Professional Regulation
-
Assistant State Attorney
Office of the State Attorney 20th Judicial Circuit Florida
-
Law Clerk for Civil Rights and Labor Lawyers
Law Office of Joseph Vassallo, P.A.
-
Education
Valparaiso University School of Law
J.D. (1988) | Law
-
Placeholder image for education.
University of South Florida
MBA (1983) | Business Administration
-
University of South Florida Logo
Indiana University - Indiana University-Bloomington
B.S. (1980) | Psychology, Business Administration
-
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
Placeholder image for professional associations.
New York City Bar Association
Member
Current
Placeholder image for professional associations.
New York State Bar Association  # 4974333
Member
Current
Placeholder image for professional associations.
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.
Websites & Blogs
Website
Urba Law PLLC, New York
Blog
UrbaNYlaw Severance Blog
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
462 Questions Answered
Q. Looking for help in differentiating between independent contractors and employees.
A: This link may answer most of your questions: https://www.labor.ny.gov/ui/dande/ic.shtm I recall litigating this issue years ago on appeal. My client, who was paid 4 figures a day, had a written contract establishing them as an independent contractor. Both the employer and employee agreed in writing that this 4-figure daily pay person was independent. They were not. "Control" determines independence. You may find that the control you have over these persons will make them employees regardless of what you and they agree to be called. Retain an employment lawyer to analyze their insurance payments, licenses, business accounts, public advertisements, skills, tools and supplies, and actual control over when, how, and where they work, who they hire, and how they are paid. Such an analysis might document their true independence, control and genuine assumption of risk or maybe not. Generally, workers in the same industry as those who pay them are usually employees. For example, plumbing companies who hire plumbers do so as employers. A plumber may hold his own local license but even they are often not truly independent. Most do not control their own profits or losses. They do not bid on jobs themselves. If a bid turns out to be too low, the individual plumber is not the one who absorbs the loss. They are not in control. If a plumber floods a customer's home or accidentally burns it down with a torch, the individual plumber is usually not responsible. And if the plumber loses a limb on the job, their "true" employer's workers compensation insurance picks up the tab, regardless of whether they agreed to be called "independent" by contract.
Q. Im 17, not old enough to start my online buisness. So im starting it in my girlfriends name. Need help
A: Unemployment requires that everyone who intends to be self-employed discloses that fact to the DOL when they first apply for benefits. It does not matter if someone earned no money from their business while unemployed. The key factor is disclosing an applicant's intent up front. DOL then helps and monitors those who try to pursue self-employment. It's almost impossible to look for work and start a business at the same time. Doing so can doom both efforts. So the most important thing is disclosure. Otherwise when DOL discovers self-employment, sometimes years later, even if no money was earned from the effort to be self-emploed, DOL will likely demand repayment if misrepresentations were made to secure benefits. Insurance fraud can be raised by the DOL itself even after the DOL initially approved an applicant. And that may happen years later.
Q. What are the requirements for hiring a healthcare worker example “ecg technicians” for a Telehealth company?
A: Regardless of what the parties call themselves, an employee is an employee. Many employers misclassify employees as 1099 independent contractors. Maybe the following example will help. When most people hire plumbers, the hiring persons are not in the plumbing business. A licensed plumber, carrying their own liability and workers compensation insurance shows up. The hiring person does not provide tools for the plumber, does not tell them how to do their job, nor how long the job should take to perform. The plumber arrives when their schedule permits and plumbers usually have many customers unless all of their plumbing is performed for one company. Then they are usually employees. An ecg technician might work for several medical care providers but they should have their own business name, bank accounts, insurance, equipment to perform their jobs, show up as they please, be paid not by the hour but usually by a job or patient, usually working for other providers concurrently, etc... All of these conditions may still not make them a 1099 contractor since both primary care provider and ecg technician are in the same business of providing healthcare services. The DOL could deem such a person an employee and assess penalties against the employer after reclassifying the employee. The analysis is more complex and requires evaluation on a case by case basis. There is no one size fits all. Call some employment lawyers and request their assistance because mistakes can be rather costly.
View More Answers
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
View More Annotations
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 (Today)
Wednesday: 9 AM - 7 PM
Thursday: 9 AM - 7 PM
Friday: 9 AM - 6 PM
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.