A severance lawyer is an employment lawyer.

Before I completed graduate school and law school I worked in:

  • Health care, higher education, banking, retail grocery, manufacturing, and manufacturer’s rep sales
  • It was always about the study of human behavior which prompted me to earn a certified fraud examiner credential; enhancing skills which apply to so many areas within employment law
  • COVID-19 forced many lawyers to rethink their practices. But I kept doing what I have done since 2004
  • A few years ago I began making YouTube videos about damages, below,
We are evaluating potential damages from the very instant we speak with you.

regardless of whether your damages concern past or future lost wages, emotional distress, punitive damages, attorneys’ fees, or interest following employment discrimination, we have to consider the viability of a damages award, as well as an employment lawyer’s likelihood of recovering damages on behalf of any employee who might become a client, up front.

  • Along with many other videos on a YouTube channel I call Employment Law Reality Check
  • I serve clients across the entire state of New York. Some, I never meet in person.

A severance lawyer handles severance agreements and other document reviews, generally not requiring court appearances. Even wrongful terminations are sometimes resolved similarly to:

  • Severance agreements and separation agreements
  • Restrictive covenants including non-competes and non-solicitations
  • Employment contracts and employee handbooks which are usually not contracts

But in other cases litigation is the only choice. For those matters I am admitted to:

  • The United States District Court for the Southern District of New York
  • The United States District Court for the Northern District of New York
  • The United States District Court for the Eastern District of New York
  • The United States District Court for the Western District of New York

As a severance lawyer, I also practice before the New York State Division of Human Rights statewide and occasionally before the New York State Department of Labor and the New York City Commission on Human Rights. The EEOC no longer wants regular mail. Like most of us, they are switching to all electronic filing. The federal courts have been electronic filing for years. It is now legal to notarize documents on zoom. I have remotely notarized settlement agreements for clients since COVID-19 as long as both notary and the signing party are in New York and sign on the same day. During COVID-19, New York’s Division of Human Rights is not requiring complainants to have their pleadings notarized. It is interviewing them and drafting complaints following telephone interviews. The Division accepts emailed complaints from employment lawyers.

Severance lawyers handle wrongful terminations, employment discrimination claims including for disabilities, unpaid wage claims, and severance agreements with restrictive covenants such as non-compete and non-solicitation provisions. My employment law experience spans more than 20 years.

For litigation, the most common claims continue to be:

  • Wage and hour issues. Employees usually have records such as calendars or pay stubs to help prove these cases. We can recover up to 6 years of unpaid back wages and/or unpaid overtime.
  • Hostile work environments, most often those with gender, sex, and race discrimination.
  • Disability discrimination and unsafe workplaces.

OSHA guidelines include a general duty clause for employers to protect employees from recognized hazards such as COVID-19. Fortunately, coronavirus discrimination claims or failure to accommodate those perceived to be disabled related to the virus are still rare in New York.

My videos are more public service announcements than advertising. I always encourage wrongfully terminated clients to call many employment discrimination lawyers. Never limit yourself to speaking with just one lawyer. Doing so could backfire. If it becomes necessary to file a complaint or lawsuit for wrongful termination you could be stuck with the only severance lawyer you talked with and hired for a long time unless a substitute employment lawyer agrees to take over. If that first severance lawyer took your case on a contingent fee basis they may retain a charging lien for all the time they put into your wrongful termination charge or complaint before you discharged them.

COVID-19 has made it easier for many discriminated employees to speak with many potential wrongful termination or employment discrimination lawyers. If your initial phone call does not go well then the rest of your claim might go the same way.

In the following videos I talk about damages, probable cause, and severance agreements when employees are considering potential wrongful discharge claims and the best ways to evaluate and assess them.

Damages for employment discrimination require setting the case up right from the start.
The importance of probable cause can not be overstated for all discrimination claims.
Why hiring an employment lawyer to review severance agreements is a good idea.

Urba Law PLLC, 520 White Plains Rd., Ste. 500, Tarrytown, NY 10591

(914) 366-7366 – initial phone conferences are no charge.

Hostile workplace(Opens in a new browser tab)

Employment Lawyer Contact Form(Opens in a new browser tab)

Wage and Hour Claims(Opens in a new browser tab)

Severance Blog(Opens in a new browser tab)

The Glory Days of Public Service – from the Westchester Lawyer Magazine, May 2019(Opens in a new browser tab)








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