Employment law, mediation, arbitration, and employment discrimination litigation is all Jonas Urba does. More than two thirds of 30 plus years of law practice has been devoted to employment law.

Why? Because figuring out what makes managers and organizations tick is what he loves doing. That’s the heart of employment law. He gets better at doing so every day and has no plans to stop.

Human behavior and what drives discriminatory animus is always challenging. But that’s what keeps this practice area interesting. And Jonas worked hard in many different industries well before enrolling in law school. Those diverse industries and jobs taught him how to handle tough challenges.

Employment law is all that Jonas Urba has done for 20 of his 33 years as a licensed attorney.

V. Jonas Urba focuses on what drives him. It’s the study of human behavior. And human behavior gets pretty complicated at most workplaces. Some workplaces bring out the worst in employees, including discriminatory animus. Employees filing employment discrimination complaints must prove that adverse employment actions affecting them are discriminatory and not just legitimate, non-discriminatory employer decisions.

Each time Jonas speaks with a potential client he listens carefully. He listens for strong facts. Those facts become parts of charging documents and employment discrimination complaints. They need to be accurate and tell compelling stories.

Every client’s story is unique. Jonas considers himself unique. Why? Because he has yet to meet another lawyer who’s worked as many jobs in as many different industries as he has worked. Jonas has worked in: healthcare, banking and finance, retail foods, sales and marketing, automotive, heavy manufacturing, and health and fitness plus others before he even went to law school.

Why does it matter how many non-lawyer jobs Jonas worked before he went to law school? Because he knows what it’s like to do tedious, sometimes boring, jobs. He listens for detailed facts from employees, sometimes feeling like he’s back doing similar jobs himself. He needs to hear facts in support of employment discrimination claims. Sometimes employees are just venting. Others are furious about the unfairness. Some have ben wronged and are certain that laws protect them. But employment discrimination complaints consisting of nothing but emotions, claims of unfairness or wrongdoing get dismissed. Ones that don’t include facts plausibly showing that an anti-discrimination law or laws were broken. Drafting such complaints is a time-consuming art requiring incorporating laws by name.

Title VII and the ADA are a few of the most frequently broken anti-discrimination laws. It takes time to gather and discuss key facts, especially when potential clients initially deny being discriminated. But asking the right questions can quickly reveal the potential clients who may have strong facts in support of discrimination claims, regardless that such potential clients were reluctant to admit being victims of discrimination. Several of those claims have resulted in Jonas’ best recoveries.

Each potential clients’ facts speak volumes. Employment lawyers don’t make up the facts. Most surprising to Jonas is how many potential clients believe they need witnesses other than their own testimony. Jonas listens carefully to each potential client knowing that chances are strong the potential client will be the only witness should there be a claim, which is ok.

Jonas’ non-lawyer jobs facilitate relating to extremely diverse clients and groups working in many different industries. His ability to share prior hands-on job experiences help potential clients open up about their own experiences. Those experiences have revealed incidents, supported by clients’ recollections, often initially overlooked by potential clients.

The following claims of employment discrimination are among the most common ones:

1. Race, color discrimination

2. National origin, ancestry discrimination

3. Sex, gender discrimination

4. Disability, perceived disability discrimination

5. Severance agreements, non-competition covenants, other employment offers or contracts

6. State and local government civil servant protection

7. Inequitable pay practices including because of gender or misclassified as salaried employee but still entitled to overtime compensation

Check out some of V. Jonas Urba’s Google, AVVO, and Martindale client reviews – they speak for themselves:

Google Reviews

Martindale Reviews

AVVO Reviews

Or watch some of almost 60 videos posted on YouTube at “Employment Law Reality Check” here:

V. Jonas Urba, Esq.’s YouTube Channel

Urba Law PLLC Fights Race Discrimination

Urba Law PLLC Fights Gender, Hostile Workplace, & Pay Inequity Discrimination

Urba Law PLLC Fights Disability Discrimination

Urba Law PLLC’s Severance Blog

Urba Law PLLC Contact Us About

Salaried Nurse Consultant Might Not be Owed Overtime but Those without Independent Judgment Might

Severance Blog Noncompetition Agreements

How to File EEOC Charge – Best to Retain Lawyer

Urba Law’s video suggests Employees keep Copies of their Personnel Files

Urba Law’s video on Employment Application Dishonesty

Urba Law’s video on why Rebuttals are Important when placed on a PIP

Urba Law’s video on the Defend Trade Secrets Act

Urba Law’s video on why Calling beats Texting Employment Lawyers

Urba Law video on how it represents Clients in Buffalo, Oswego, Manhattan and anywhere in between

Urba Law’s video that assigning Value to an Employment Discrimination Case takes Time

Urba Law’s video on why Employers’ Defenses are stronger if Policies were followed

Urba Law’s video on why the Strongest Employment Discrimination Claims may be Hidden

Urba Law’s video that Restrictive Covenants protect Confidential Info Relationships

Urba Law’s video on 2019 changes to NY Executive Law eliminating severe or pervasive standard for Hostile Workplaces

Urba Law’s video on why Noncompetition Nonsolicitation Agreements may be Enforced

Urba Law’s video on why retaining an Employment Discrimination Lawyer before going for Media Attention might be best