For statewide help with employment law matters call (212) 731-4776.

Over 20 years of employment law experience. Representing clients virtually for almost 20 years.

Principal office in Midtown Manhattan. 

Serving Buffalo to the Canadian Border to New York City and everywhere in between.

Industries:

  • Healthcare and DOE-licensed professionals
  • Financial services experts
  • Teachers, professors, and administrators
  • Local and state government employees
  • Essential workers in the food and transportation industries.

Zoom, virtual conferences for clients and most court proceedings.

 

Admitted to all New York federal district courts:

2014 in SDNY

2015 in EDNY

2020 in NDNY and WDNY

  • Severance agreement advice – flat rates
  • Noncompetition agreement advice – flat rates
  • Race Discrimination litigation – contingent or hourly
  • Gender Discrimination litigation – contingent or hourly
  • LGBTQ Workplace Discrimination litigation – contingent or hourly
  • Disability or Perceived Disability Discrimination litigation – contingent or hourly
  • Wage and Hour Litigation – misclassified as salaried or exempt – contingent or hourly

Initial phone conferences are no charge.

Let’s talk about your facts, causes of action, and damages for employment law matters which happened in New York. 

View over 50 YouTube videos on a channel called Employment Law Reality Check.

New York State’s Division of Human Rights is handling complaints virtually across New York State. Your complaint might proceed like this:

  • Your employment lawyer electronically files a complaint which is dual-filed with the EEOC. Exhibits are usually attached.
  • Your employer or former employer electronically files its statement of position. Exhibits are usually attached.
  • Your employment lawyer files a rebuttal to your employer’s statement of position. More exhibits are usually attached.
  • The Division of Human Rights may schedule a conference with you and your employer. During that conference the Division might request documents from you and the employer.
  • Even if no conference is held, the Division of Human Rights may request documents from you or your employer.
  • Your employer then responds to the Division’s request for documents. Employers have been known to hold back on document production or hide important documents. 
  • Your employment lawyer carefully examines your employer’s documents, identifies any that are missing, and files a supplemental rebuttal to the produced documents. More exhibits may be attached.
  • The Division of Human Rights will determine whether probable cause exists to support  your complaint. If no probable cause is found your complaint is dismissed. You will have to appeal that determination in the state courts.
  • The Division explores the possibility of conciliation. That requires calculating damages. You don’t make that up. And you need to know what you might accept in resolution.
  • A 2-day virtual hearing date is set.
  • Adjournments and continuances are granted for good cause. Expect them.
  • No employer can be forced to settle any employment discrimination complaint.
  • Your complaint, facts, and exhibits must be strong.
  • If the parties agree to resolution a general release and waiver will be prepared.
  • Either your employment lawyer or the employer’s lawyer will draft an agreement. Both sides will negotiate the terms.
  • Assuming agreement and signature, you have 7 days to rescind or revoke it.
  • Any payments will be held in escrow pending administrative dismissal.
  • Federal complaints are much more involved.
  • Either process can take years. 6 months is very speedy. Only resolution or settlement is not subject to potential years of hearings, trials, or appeals.

What is “wrongful termination”? It happens when:

  • A private employment agreement for a specific term is broken or
  • A collective employment agreement, known as a collective bargaining agreement, is broken and an employee grieves under its terms or
  • Title VII of the Civil Rights Act, the Americans with Disabilities Act, New York State’s Human Rights Law, or other workplace, anti-discrimination laws are broken or
  • An employee is not paid according to either the Fair Labor Standards Act, New York’s Labor Laws, the Equal Pay Act, or other laws individually or collectively.

Urba Law PLLC handles exclusively employment law matters across all of New York State. The firm does nothing but employment law. We try to keep you on the job if possible. If you have been unlawfully passed over for promotion  because of your race, sex, identification, or disability we analyze those facts as well. Being forced to quit is rare and almost never recommended.

Caring, creative employment lawyers can help you if you reach out as soon as possible.

Are we right for you? Are you right for us? The firm rarely substitutes for other lawyers who started cases. It’s why you need to establish rapport with a competent, caring employment law firm before retaining it. Choose lawyers who listen carefully and understand your facts. Watch this video:

Beginning in 2019, New York’s Human Rights Law became stronger. Employees across the state no longer have to put up with hostile workplaces or discrimination. Make sure your employment lawyer takes time up front.

https://www.youtube.com/watch?v=mys5bou7YFk

https://www.youtube.com/channel/UCTns8n42zHHzgR-zzHE4Sfg

Urba Law PLLC, 200 Park Ave., Suite 1700, New York, NY 10166

(212) 731-4776 – Initial phone conferences are no charge. Although the bulk of Urba Law PLLC’s clients are employees the firm also represents small employers facing discrimination claims which are sometimes frivolous. 

Discrimination

Race discrimination rises as EEOC shrinks

Employment Law Blog

The Glory Days of Public Service – from the Westchester Lawyer Magazine, May 2019

Contact Form NY Statewide

Wage and Hour Claims