V. Jonas Urba is a New York employment  lawyer. He has practiced law for 30 years. Jonas limits his practice to labor and employment law to give each of the clients he represents the attention their matters require.

Call Jonas at (914) 366-7366 to discuss whether you have an employment matter that you are committed to pursuing. On average, less than one in ten potential claims are actually pursued. This is partly due to the costs that someone will need to pay, the months, years or longer of a client’s and their lawyer’s invested time, and because the moving party usually has the burden to prove their claim.

The most common matters handled include:

  • Hostile workplaces.
  • Workplace accommodations.
  • Wage and hour / Title VII discrimination.
  • Trade secrets, non-competes and severance agreements.

Employment law requires time. Gathering facts is key. Potential clients are often surprised by some of the following employment law reality checks. 

Bullies don’t always create hostile workplaces. Since workplace bullying laws don’t exist, unless a bully attacks one or more protected classes of employees, or violates specific workplace policies, rules or agreements, many workplaces do not prohibit bullies from working.

Most employers must accommodate reasonable, covered requests. No employer must accommodate non-employees.

Most hourly employees must be paid overtime pay. Some salaried employees are misclassified as exempt and should be paid overtime pay.


Jonas has also conducted internal investigations regarding employment law including harassment, discrimination, and hostile workplaces. They can be extremely challenging.

Before employment law and law school Jonas worked in a lot of industries. He held jobs in health care, retail soft goods, grocery retail, steel industry manufacturing, retail service, higher education instruction, and transportation. After law school, with the government, small and medium sized law firms, and currently private practice.

He practiced law in 3 separate and very unique jurisdictions. His law practice is now solely in New York State. Its focus is employment law including trade secrets.

He has lectured at private businesses, military installations and law schools and enjoys working with all types of clients. These experiences have included drafting numerous policies, procedures, contracts, and agreements. Exceptional negotiation and written skills are necessary for any labor and employment lawyer. https://urbanylaw.com/client-reviews/

During the past three decades he has been admitted to 5 federal district courts. He maintains active membership in the United States District Court for the Southern District of New York and for the Eastern District of New York.

Jonas enjoys the challenge of new legislation and recent case law. One such law is the Defend Trade Secrets Act of 2016 (DTSA).  https://urbanylaw.com/trade-secrets/ Another one is the FMLA. A recent case held the the Culinary Arts Institute responsible for violating an employee’s Family Medical Leave Act rights for interference due to the employee’s association with disabled family members. https://urbanylaw.com/fmla-interference/ Our Second Circuit Court of Appeals established good law for New Yorkers who experience discrimination when a family member needs care. Although no law requires accommodating an employee’s family member’s disability, no employer may interfere with an employee’s leave to care for such a family member.  Accommodation and leave are not the same but can overlap.

The Fair Labor Standards Act cases which discuss how not all salaried employees are exempt from overtime are among the most interesting. Always challenging and highly dependent on interconnected facts. https://urbanylaw.com/flsa-and-title-vii/

The Americans with Disabilities Act cases dealing with impaired practitioners are never dull. As former defense counsel for another state’s impaired practitioners program Jonas handled many such cases.

The MeToo movement has motivated many sexually harassed employees to come forward. https://urbanylaw.com/employment-harassment-attorney/

ADR or alternative dispute resolution is expanding constantly. Mediation and arbitration skills help. Jonas earned a certification as a state supreme court mediator in 2004 and he has effectively applied those skills in New York since 2011. He negotiates severance packages, settlement agreements, evaluates collective bargaining agreements, employer policies and procedures, covenants not to compete, restrictive covenants, and many other agreements. Should close to 300 days have passed since you lost your job you may have no choice but to file your charge of discrimination immediately. But it’s always best to retain legal counsel first because doing so may result in your receipt of a Notice of Right to Sue which triggers 90 days to file a lawsuit or be barred from federal court NORTS letter triggers 90 day clock to sue in federal court.

Call Jonas Urba at: (914) 366-7366, serving all of New York State.

Tarrytown employment law firm
Tarrytown employment law firm Employment law focus of URBA LAW PLLC

Urba Law PLLC

520 White Plains Rd., Ste. 500

Tarrytown, New York  10591

(principal office)


Statement of Client’s Rights
Section 1210.1 of the Joint Rules of the Appellate Division amended April 15, 2013
(22 NYCRR §1210.1)

1. You are entitled to be treated with courtesy and consideration at all times by your lawyer and the other lawyers and nonlawyer personnel in your lawyer’s office.

2. You are entitled to have your attorney handle your legal matter competently and diligently, in accordance with the highest standards of the profession. If you are not satisfied with how your matter is being handled, you have the right to discharge your attorney and terminate the attorney‐client relationship at any time. (Court approval may be required in some matters, and your attorney may have a claim against you for the value of services rendered to you up to the point of discharge.)

3. You are entitled to your lawyer’s independent professional judgment and undivided loyalty uncompromised by conflicts of interest.

4. You are entitled to be charged reasonable fees and expenses and to have your lawyer explain before or within a reasonable time after commencement of the representation how the fees and expenses will be computed and the manner and frequency of billing. You are entitled to request and receive a written itemized bill from your attorney at reasonable intervals. You may refuse to enter into any arrangement for fees and expenses that you find unsatisfactory. In the event of a fee dispute, you may have the right to seek arbitration; your attorney will provide you with the necessary information regarding arbitration in the event of a fee dispute, or upon your request.

5. You are entitled to have your questions and concerns addressed promptly and to receive a prompt reply to your letters, telephone calls, emails, faxes, and other communications.

6. You are entitled to be kept reasonably informed as to the status of your matter and are entitled to have your attorney promptly comply with your reasonable requests for information, including your requests for copies of papers relevant to the matter. You are entitled to sufficient information to allow you to participate meaningfully in the development of your matter and make informed decisions regarding the representation.

7. You are entitled to have your legitimate objectives respected by your attorney. In particular, the decision of whether to settle your matter is yours and not your lawyer’s. (Court approval of a settlement is required in some matters.)

8. You have the right to privacy in your communications with your lawyer and to have your confidential information preserved by your lawyer to the extent required by law.

9. You are entitled to have your attorney conduct himself or herself ethically in accordance with the New York Rules of Professional Conduct.

10. You may not be refused representation on the basis of race, creed, color, religion, sex, sexual orientation, age, national origin or disability.