WHAT DO WE DO?
All we do is employment law, in New York State. Whether your issue concerns a hostile workplace, unpaid overtime, or reviewing or negotiating a severance agreement or a non-compete or non-solicitation issue with your former employer, we want to help.
We handle cases across New York State. Some matters require in-person consultations in Albany, Buffalo, Midtown New York City, or Rochester. Depending on the matter, that can be arranged. Document review and contract matters (some negotiations) are often handled remotely with e-mails, telephone conferences, and electronic payment.
We gather facts, conduct legal research, draft demand letters and charging documents, negotiate, litigate in federal courts and state administrative hearings, and mediate employment law matters.
V. Jonas Urba founded the Urba Law Firm, registered as Urba Law PLLC, in Westchester County. He has practiced employment law across much of the country for more than twenty (20) years. The firm associates with legal counsel statewide when necessary. Clients are always informed before that happens.
The firm insists that potential clients consult with employment lawyers before retaining any one firm. In 2018 it launched YouTube videos called Employment Law Reality Check. Those videos are short. Each one talks about different employment law questions that have recently been asked. All potential clients are encouraged to call other employment lawyers before hiring any firm.
WHO DO WE SERVE?
We serve clients across New York State. We are based in Westchester County. With technology today, many matters can be handled remotely. We represent clients across the state. Most are employees or former employees. Every once in a while we handle a matter for a small business. Although rare, if you call and happen to work for one of the few businesses who we represent, we can not, and will not, disclose that you called on a potential legal matter.
Hostile workplaces still exist. It is not that uncommon for employees to still work for such employers. Most employees want to keep their jobs. But some workplaces can be so unbearable that you are forced to quit. Before you do that make sure you have consulted with an employment lawyer first! As you will read, a hostile workplace might not be what you think it is. And quitting is usually not the best option in most scenarios.
You might want to sue. But that is not always the best choice. Although we can never force an employer to negotiate, with strong facts, negotiating can happen even in New York City. And, depending on your specific facts, when and how negotiation is attempted will be key to negotiation’s success, if that choice is ever an option.
Even employees in service, medical, financial, sales, and entertainment industries are still paid improperly. We analyze unpaid overtime claims. Some involve improperly classified exempt and salaried employees.
We help employees with performance improvement plans (PIPs) and corrective action plans (CAPs). Some employees keep their jobs. For those who are fired unlawfully, we sometimes negotiate or litigate on their behalf. If you face such a plan, call early. Employees who do get the best results. Early intervention is best!
WARNING SIGNS FOR EMPLOYEES
Be on the lookout for corporate mergers and buyouts. Changes in management often trigger reductions in force. If you have always performed well and are suddenly rated lower for no apparent reason that could be a sign of a coming reduction in force (RIF).
Many New Yorkers work for the same employer for decades. That’s unusual for the USA. If that’s you, being out of the job search market for years may present challenges which you should prepare for as soon as possible.
The common law is good law in New York State. Faithless Servant Doctrine, Master Servant Doctrine, and Duty of Loyalty to your employer are required by all. We are surprised by how many employees, and even lawyers, are to discover this. You read that correctly. Lawyers who do not focus on or limit their practices to employment law may not know this. We handle no other areas of law because we know very little about those areas of law.
A very common scenario is new management takes over. The new supervisors or managers are super demanding. Employees who have been with the organization for years object. New management digs in. You may be one of those long term employees and you might be surprised to learn that objecting to higher performance standards could be a breach of your duty of loyalty to your employer. Your objections might even rise to insubordination, depending on your facts. As you can imagine, bad things might happen to those who challenge new management.