The way we practice employment law has changed. We must embrace it.

I get more calls from upstate and western New York every month. Employees and small employers need statewide employment lawyers. Employment law is all I do.

The last complaint I filed for an employee in Buffalo was defended by expert employment lawyers from New York City. Both sides retained lawyers who practice only employment law. We were able to resolve the matter with a laser focus on the employment law issue.

Last year, I defended an employer in upstate New York where we dealt with employment law experts from Albany. These experts also knew employment law and both matters were favorably resolved.

No one, employees or employers, should travel to law offices today. Who has time or wants to do so with video conferencing everywhere.

I recall a lawyer with 40 years experience calling me for advice. He was a general practitioner. He was preparing for arbitration. His client had not mitigated damages. All employees have a duty to keep looking for work. That experienced lawyer gave the wrong advice to his client. On the eve of trial, no one could help either that lawyer or his client. This may happen more frequently as more lawyers venture outside their comfort zones.

I use video conferencing when potential clients request it. But the most important thing is to spend 15 or 20 minutes on the phone to find out whether a potential employee or employer needs a lawyer, why they need the lawyer, and what documents or evidence should be reviewed or obtained to prosecute or defend an employment law case.

I had practiced law for more than 25 years. About 4 years ago, I realized that I could represent even clients I would never personally meet, in litigation, by telephone conference.

I agreed to represent a client who I would never personally meet.

Federal litigation and Division of Human Rights cases can be complex and take years to resolve. This client had a DOL hearing which should have been easy.

I signed the client up by email, prepared him to testify by phone conference, and represented him in a telephone hearing. It was perfect preparation for what we now face with COVID-19.

The employer testified. I did a strong cross-examination of them.

Then it was my client’s turn to testify and he LIED, under oath. I was furious! Such actions lose DOL hearings.

I regrouped quickly. I sifted through piles of employment records. Evaluations, handbook, pay records, activity logs.

Would I be able to help my client rehabilitate himself without leading him?

Here’s the challenge for any lawyer. We can suggest answers to adverse or hostile witnesses and then destroy them. We can give adverse witnesses, in this case an employer, any answer and then hammer them regardless of whether they agree or disagree.

We can NOT lead our own client. It’s called direct examination because the client, here an employee, is the witness. Their lawyer does not testify. The employee’s own lawyer can not suggest the answer. The lawyer can not simply refer to a document which contains the answer and have his own client read from it.

This is a HUGE concern for many lawyers who have not met their own clients in person. They like to rely on non-verbal communication which I find to be overrated. I believe I obtain more authentic and genuine answers to questions over the phone. I was not sure I could do that over the phone with a client I had never met in person, who had just lied under oath. But it worked and I did. He fixed his own perjured testimony and we won.

However, that was not the end. The Department of Labor audited that proceeding to determine whether I had legitimately won. No leading questions, no testifying for my own client, no referring him to specific documents with the correct answer. None of that happened and the favorable decision was upheld.

We can represent clients we never personally meet.

We can undertake litigation for clients long distance.

We can review volumes of employment records remotely.

And we can win even telephone proceedings without ever meeting any party or the judge in person. It may not be as enjoyable as in-person meetings but it is perfectly doable.

Over the past 4 years I have zoned in on quickly establishing rapport with potential clients. Each month I represent more clients who I will never meet in person.

I know some lawyers like to get in an opposing witness’ face and hammer them. Any lawyer who can do so on the phone is more skilled in my opinion.

I think that having a lawyer help a client rehabilitate their own testimony without leading them during a telephone proceeding speaks volumes.

My video talks about why and how I work as an employment law telelawyer or someone who represents clients without personally meeting them.

Workplace law and employment discrimination is all the firm does. I study the behavior and motives of employers and employees daily. That’s the heart of employment law.

Having worked as a college instructor, in health care labs, fighting bank fraud, in sales, manufacturing and retail I experienced the challenges of real workplaces before I became a lawyer.

Labor law is people and their daily challenges. I have lived and practiced employment law around the country. I have been a telelawyer for clients from Buffalo, Oswego, along the Canadian border, and in New York City. Make sure to read my client reviews from upstate New York as well as the New York City metropolitan area.

The study of human behavior and driving motivators for employees and employers prompted me to earn certifications in fraud examination and civil mediation. I apply these skills each day in my employment law practice.

I have been sworn into six federal district courts around the country but I limit my law practice to New York State. I am admitted to the federal trial courts of The Southern District of New York, The Eastern District of New York, and the Northern District of New York.

Types of claims?

The most frequently handled employment law telelawyer and employment discrimination matters are:

Race discrimination at work

Sex discrimination at work

Disability discrimination at work

Severance and non-compete agreements

Unpaid overtime claims.

Although most of my clients are employees I do help small employers defending frivolous workplace claims.

I have continuously maintained good standing with every bar, court, and organization within which I have ever practiced.

Employment lawyer NY
New York Employment Lawyer
An employment lawyer who serves all New York State – Buffalo to Canada border to NYC.

U.S. Supreme Court language:

“Title VII is not a general civility code.” Every employee or plaintiff bears the burden of proof.

Makes some calls to employment lawyers or ones who handle employment discrimination.

Discuss your facts in detail with employment law or discrimination lawyers.

The questions these lawyers ask you should not be ones that just make you feel good.

Have you taken notes?

Do you have employment records you would like reviewed?

Have you already filed written complaints somewhere?

What do you want? Please don’t say “justice”. We’re not sure what that means but we can relate to monetary restitution.

ALL TELEPHONE CONFERENCES REMAIN CONFIDENTIAL REGARDLESS OF WHETHER WE TAKE YOUR CASE. WE ALWAYS ASK FOR THE NAME OF YOUR EMPLOYER BECAUSE IF WE REPRESENT OR HAVE REPRESENTED YOUR EMPLOYER THE DISCUSSION STOPS IMMEDIATELY. CONFLICTS OF INTEREST ARE IMPORTANT AND TAKEN SERIOUSLY.

Urba Law PLLC, 520 White Plains Rd., Ste. 500, Tarrytown, NY 10591 (914) 366-7366.