Urba Law PLLC

Open for Business
Offers Video Calls
Urba Law PLLC

Jonas has focused on employment law for over 20 years. Several years ago he began representing clients all across New York State. In 2018 he started producing YouTube videos called Employment Law Reality Check. Each video encourages calling around.

This lawyer is licensed to practice in New York and has no record of discipline from the New York bar association. *

Urba Law PLLC

Urba Law PLLC

Open for Business
Offers Video Calls

Jonas has focused on employment law for over 20 years. Several years ago he began representing clients all across New York State. In 2018 he started producing YouTube videos called Employment Law Reality Check. Each video encourages calling around.

This lawyer is licensed to practice in New York and has no record of discipline from the New York bar association. *

Firm Overview

Urba Law PLLC is now based in Midtown, New York City. The law practice is limited to employment law. Clients are represented across New York State.

Race, sex or gender, and disability discrimination are common claims. Wage and hour matters are also not unusual. The firm also handles transactional matters which include severance agreements, non-competes, non-solicitations, and trade secret issues.

V. Jonas Urba is admitted to the SDNY, NDNY, EDNY, and WDNY federal courts. He represents clients statewide before the New York State Division of Human Rights and handles mediations and arbitrations.

Zoom and Skype conferences became very common in March of 2020. Almost concurrently, representing clients who Jonas will never meet in person became the norm shortly thereafter.

Please call many employment lawyers and choose one who fits your needs best.

Main Office

Main Office
200 Park Ave Ste 1700
New York, NY 10166

Phone

(212) 731-4776

Fees
Free Initial Consultation?

Always by telephone.

Services Offered For Fixed Fees?

Severance agreements. Employment agreements. Non-compete covenants. Non-solicitation agreements. Trade secret provision evaluations. Employer handbooks.

Office Information
Office Hours

9 to 7

Office Manager

Wendy

Emergency After Hours

Yes

Languages Spoken

English

Employment

Admitted to all federal district courts across New York State. Handling NYS DHR complaints across New York State. Representing clients at Zoom mediations and negotiations statewide. Conducting reviews and negotiations of severance and other contracts

Practice limited exclusively to employment law matters. Race, gender or sex, and disability discrimination claims continue to be prevalent statewide. Wage and hour claims handled in federal courts. Severance agreements and non-competes along with employer handbooks drafted and reviewed remotely. The firm was representing clients remotely before COVID-19 and recognizes that this manner of law practice is here to stay. There is absolutely no need to meet clients face to face. None. Remote screening and selection of each other is a tremendous benefit for both lawyers and clients.

Sexual Harassment

Hostile workplaces, which include sexual harassment, are unfortunately, here to stay. We dig deep into the material facts of a claim from the start. Strong facts make good cases. More time invested up front produces a shorter, stronger claim.

The firm has operated as Urba Law in one form or another for about 20 years. The firm's focus has been employment law for a little longer. It's what the firm enjoys doing and what it does best. The emotional trauma inflicted on victims of sexual harassment, and hostile workplaces in general, is hard to describe. But we invest the time to develop the material facts to present a plausible and compelling claim in the cases the firm chooses to accept. Every claim which is pursued begins with good, strong facts.

How frequently does your firm use mediation, arbitration, or collaborative law to resolve cases?

The firm welcomes mediation and even arbitration. Unfortunately, not all employers feel the same. Many employees misunderstand that no matter which lawyer they choose for representation, no lawyer can force any employer to mediate or to resolve a claim. The firm has recently begun doing federal mediations via Zoom conference and believes such alternatives are here to stay. They work. But again, no employer can be forced to participate unless a lawsuit is filed. Although the firm will often prepare a demand letter before filing a lawsuit, there are instances where doing so may produce no result. Each case is unique. And each matter has it's own facts. The most important thing which every employment lawyer must do is invest substantial amounts of time to gather all the material and relevant facts. And then to invest even more time drafting a compelling, plausible theory initial document. And then spend the most time whittling and revising that document to the shortest possible length with the most compelling argument for winning. Time. In plain terms if any employment lawyer fails to invest time in every matter undertaken then the results are likely to be mediocre every time.

Urba Law PLLC
V. Jonas Urba

Why did I become an employment lawyer? Because I enjoy studying human behavior and what motivates individuals. Employment law is the perfect laboratory for engaging in my lifelong pursuit of people and what makes them tick.

My pre-law and pre-graduate school studies support the above. I worked in health care, higher education, manufacturing, sales, retail, and other industries. It was always about the study of human behavior.

After law school I was fortunate to quickly become the chief legal counsel for a 2,000 employee human resources department. Years later I became the director of human resources for a private enterprise.

All of these positions gave me the both sides view of human resources and personnel. I look at every situation from the eyes of each party. What is the employee thinking and what is their employer or former employer thinking? It's critical to do so in every employment law issue.

It's why I earned credentials as a certified fraud examiner and a court certified mediator.

It's also why I was sworn into all federal district courts across New York State.

Some of my favorite clients are ones who I will never meet in person. I find that screening and selecting clients remotely provides both sides with better partners during what sometimes become very adversarial stances.

License

Bar Number: 4974333
New York, 2011

Education

Indiana University
B.S., 1980

Valparaiso University School of Law
J.D., 1988

University of South Florida
M.B.A., 1983

Urba Law PLLC
V. Jonas Urba

Why did I become an employment lawyer? Because I enjoy studying human behavior and what motivates individuals. Employment law is the perfect laboratory for engaging in my lifelong pursuit of people and what makes them tick.

My pre-law and pre-graduate school studies support the above. I worked in health care, higher education, manufacturing, sales, retail, and other industries. It was always about the study of human behavior.

After law school I was fortunate to quickly become the chief legal counsel for a 2,000 employee human resources department. Years later I became the director of human resources for a private enterprise.

All of these positions gave me the both sides view of human resources and personnel. I look at every situation from the eyes of each party. What is the employee thinking and what is their employer or former employer thinking? It's critical to do so in every employment law issue.

It's why I earned credentials as a certified fraud examiner and a court certified mediator.

It's also why I was sworn into all federal district courts across New York State.

Some of my favorite clients are ones who I will never meet in person. I find that screening and selecting clients remotely provides both sides with better partners during what sometimes become very adversarial stances.

License

Bar Number: 4974333
New York, 2011

Education

Indiana University B.S., 1980


Valparaiso University School of Law J.D., 1988


University of South Florida M.B.A., 1983


Urba Law PLLC
V. Jonas Urba

Urba Law PLLC
V. Jonas Urba

Firm Overview

Urba Law PLLC is now based in Midtown, New York City. The law practice is limited to employment law. Clients are represented across New York State.

Race, sex or gender, and disability discrimination are common claims. Wage and hour matters are also not unusual. The firm also handles transactional matters which include severance agreements, non-competes, non-solicitations, and trade secret issues.

V. Jonas Urba is admitted to the SDNY, NDNY, EDNY, and WDNY federal courts. He represents clients statewide before the New York State Division of Human Rights and handles mediations and arbitrations.

Zoom and Skype conferences became very common in March of 2020. Almost concurrently, representing clients who Jonas will never meet in person became the norm shortly thereafter.

Please call many employment lawyers and choose one who fits your needs best.

Main Office

Main Office
200 Park Ave Ste 1700
New York, NY 10166

Phone

(212) 731-4776

Fees
Free Initial Consultation?

Always by telephone.

Services Offered For Fixed Fees?

Severance agreements. Employment agreements. Non-compete covenants. Non-solicitation agreements. Trade secret provision evaluations. Employer handbooks.

Office Information
Office Hours

9 to 7

Office Manager

Wendy

Emergency After Hours

Yes

Languages Spoken

English

Employment

Admitted to all federal district courts across New York State. Handling NYS DHR complaints across New York State. Representing clients at Zoom mediations and negotiations statewide. Conducting reviews and negotiations of severance and other contracts

Practice limited exclusively to employment law matters. Race, gender or sex, and disability discrimination claims continue to be prevalent statewide. Wage and hour claims handled in federal courts. Severance agreements and non-competes along with employer handbooks drafted and reviewed remotely. The firm was representing clients remotely before COVID-19 and recognizes that this manner of law practice is here to stay. There is absolutely no need to meet clients face to face. None. Remote screening and selection of each other is a tremendous benefit for both lawyers and clients.

Sexual Harassment

Hostile workplaces, which include sexual harassment, are unfortunately, here to stay. We dig deep into the material facts of a claim from the start. Strong facts make good cases. More time invested up front produces a shorter, stronger claim.

The firm has operated as Urba Law in one form or another for about 20 years. The firm's focus has been employment law for a little longer. It's what the firm enjoys doing and what it does best. The emotional trauma inflicted on victims of sexual harassment, and hostile workplaces in general, is hard to describe. But we invest the time to develop the material facts to present a plausible and compelling claim in the cases the firm chooses to accept. Every claim which is pursued begins with good, strong facts.

How frequently does your firm use mediation, arbitration, or collaborative law to resolve cases?

The firm welcomes mediation and even arbitration. Unfortunately, not all employers feel the same. Many employees misunderstand that no matter which lawyer they choose for representation, no lawyer can force any employer to mediate or to resolve a claim. The firm has recently begun doing federal mediations via Zoom conference and believes such alternatives are here to stay. They work. But again, no employer can be forced to participate unless a lawsuit is filed. Although the firm will often prepare a demand letter before filing a lawsuit, there are instances where doing so may produce no result. Each case is unique. And each matter has it's own facts. The most important thing which every employment lawyer must do is invest substantial amounts of time to gather all the material and relevant facts. And then to invest even more time drafting a compelling, plausible theory initial document. And then spend the most time whittling and revising that document to the shortest possible length with the most compelling argument for winning. Time. In plain terms if any employment lawyer fails to invest time in every matter undertaken then the results are likely to be mediocre every time.

Urba Law PLLC
V. Jonas Urba

Why did I become an employment lawyer? Because I enjoy studying human behavior and what motivates individuals. Employment law is the perfect laboratory for engaging in my lifelong pursuit of people and what makes them tick.

My pre-law and pre-graduate school studies support the above. I worked in health care, higher education, manufacturing, sales, retail, and other industries. It was always about the study of human behavior.

After law school I was fortunate to quickly become the chief legal counsel for a 2,000 employee human resources department. Years later I became the director of human resources for a private enterprise.

All of these positions gave me the both sides view of human resources and personnel. I look at every situation from the eyes of each party. What is the employee thinking and what is their employer or former employer thinking? It's critical to do so in every employment law issue.

It's why I earned credentials as a certified fraud examiner and a court certified mediator.

It's also why I was sworn into all federal district courts across New York State.

Some of my favorite clients are ones who I will never meet in person. I find that screening and selecting clients remotely provides both sides with better partners during what sometimes become very adversarial stances.

License

Bar Number: 4974333
New York, 2011

Education

Indiana University
B.S., 1980

Valparaiso University School of Law
J.D., 1988

University of South Florida
M.B.A., 1983

Urba Law PLLC
V. Jonas Urba

Why did I become an employment lawyer? Because I enjoy studying human behavior and what motivates individuals. Employment law is the perfect laboratory for engaging in my lifelong pursuit of people and what makes them tick.

My pre-law and pre-graduate school studies support the above. I worked in health care, higher education, manufacturing, sales, retail, and other industries. It was always about the study of human behavior.

After law school I was fortunate to quickly become the chief legal counsel for a 2,000 employee human resources department. Years later I became the director of human resources for a private enterprise.

All of these positions gave me the both sides view of human resources and personnel. I look at every situation from the eyes of each party. What is the employee thinking and what is their employer or former employer thinking? It's critical to do so in every employment law issue.

It's why I earned credentials as a certified fraud examiner and a court certified mediator.

It's also why I was sworn into all federal district courts across New York State.

Some of my favorite clients are ones who I will never meet in person. I find that screening and selecting clients remotely provides both sides with better partners during what sometimes become very adversarial stances.

License

Bar Number: 4974333
New York, 2011

Education

Indiana University B.S., 1980


Valparaiso University School of Law J.D., 1988


University of South Florida M.B.A., 1983


Urba Law PLLC
V. Jonas Urba

Urba Law PLLC
V. Jonas Urba

This lawyer is licensed to practice in New York and has no record of discipline from the New York bar association. *

* Nolo has confirmed that every member attorney has a valid license and is in good standing with the state agency that licenses lawyers. Any past disbarments and suspensions (with possible exceptions for minor violations or nonpayment of dues, in our discretion) will be indicated accordingly in the badge. Member attorneys are required to notify Nolo immediately if they become the subject of any disciplinary action by any state licensing agency.

Contact Us

Videos
  • Now Easier to Prove Workplace Harassment - Buffalo, Rochester, upstate New York included

This lawyer is licensed to practice in New York and has no record of discipline from the New York bar association. *

* Nolo has confirmed that every member attorney has a valid license and is in good standing with the state agency that licenses lawyers. Any past disbarments and suspensions (with possible exceptions for minor violations or nonpayment of dues, in our discretion) will be indicated accordingly in the badge. Member attorneys are required to notify Nolo immediately if they become the subject of any disciplinary action by any state licensing agency.