According to reports, Kansas City Chiefs quarterback Kyle Orton, in conjunction with as many as 20 other unnamed NFL players, is currently engaged in a civil suit with Chicago law firm Chuhak & Tecson over alleged negligent financial advice. 

The suit alleges that when the plaintiffs sought financial consultation from the firm in 2005, they were advised to invest in several oil and gas companies that convert methane gas from landfills into usable energy. In turn, this investment was supposed to create a legal tax shelter for the plaintiffs under Section 29 of the United States tax code, which stipulates investment in "qualified fuels" can reduce the investors' taxable income to the state and federal government.

However, the plaintiffs are arguing that the attorneys failed to ever mention that the energy companies in question might not actually meet the regulatory standards necessary to create the tax shelter, according to reports. Moreover, according to court documents cited by the Courthouse News Service, "Chuhak advised plaintiffs and other potential class members that their investment would result in significant tax credits because the requirements under Section 29 had been met." Such explicit assurances led the plaintiffs to invest in the proposed oil and gas companies.

After discovering in 2010 that the advice actually led to significant financial damages, the plaintiffs decided to sue Chuhak & Tecson for, among other claims, a breach of fiduciary duty. The plaintiffs are reportedly seeking damages of up to $10 million.
 

Arguing that tighter conditions for litigation would be economically beneficial by making the state more appealing to potential business owners, under the proposed legislation, employment attorneys would need to prove that discrimination was the motivating factor behind an employee's release, rather than simply a "contributing" factor as it now stands, according to reports.

Further, even when direct evidence of wrongful termination is presented, the proposition would allow employers to justify that they would have taken such actions in any case. As reported in the Senate summary of the bill, SB592, "Where a plaintiff submits direct evidence of discrimination, the employer has the burden to provide evidence that the same employment decision would have been made regardless of the direct evidence. Where there is no direct evidence of discrimination, the plaintiff has the burden of establishing an allegation of discrimination. The employer may then produce evidence of non-discriminatory reasons for the decision."

But in defense of established employee rights, the bill has yet to come to a vote largely thanks to Senators Maria Chappelle-Nadal and Robin Wright-Jones of St. Louis and Senator Kiki Curls of Kansas City, who adamantly suggested that the proposed changes would precipitate larger scale discrimination as employees have to sift through more red tape to prove victimization.

"This bill is about trying to protect corporations," Chappelle-Nadal stated during the Senate proceedings, reports the Associated Press. "What this bill does is make everyone outside this chamber unequal."

So while those in favor of the bill claim greater employer protection will help boost the economy and draw more business to the state, opponents say they will continue to seek support for the working person's well-being and aid employment discrimination lawyers in their ability to represent those victimized in the workplace effectively.

But, as the rest of the football world prepares for the Super Bowl next Sunday, more bad press is surfacing for the Chiefs, suggesting a world of different issues off the field. A recent Kansas City Star article reports that prior to being fired, Haley believed his actions and phone calls were being monitored by upper management officials looking to keep tabs on employee behavior. The article goes on to cite a "former high-ranking staffer" stating that "if you make the wrong step, you might not be able to pay your mortgage."

Interestingly enough, the Chiefs' former community outreach manager, Brenda Sniezek, experienced such pressure, getting the axe after serving the organization for nearly 30 years. Adding to the drama, Sniezek is refusing to go quietly, throwing Kansas City attorneys into the mix in a wrongful termination civil suit surrounding the organization's alleged age discrimination practices.   

According to the court's petition for damages, Sniezek's worry began when General Manager Scott Pioli came on in 2009 and began declaring his intention to make major changes to the organization's culture. Pioli was later allegedly overheard saying "We're going to get rid of everyone who was with [former General Manager] Carl Peterson, especially anyone over the age of 40."

The petition goes on to describe how after a seemingly positive performance in 2010, Sniezek was fired in early 2011 on the grounds of "reduction in force," though the file claims her position was "re-assigned rather than eliminated."

And in an attempt to show a pattern of age discrimination, the petition also notes that "every person with significant tenure and responsibility who was terminated … has been replaced with a significantly younger employee."

Though a compelling case, Sniezek's Kansas City lawyers will need to identify irrefutable evidence or confessions if the jury is to award damages and back pay. 

In August 2011, the National Labor Relations Board (NLRB) provided a detailed assessment of 14 investigations involving employee social media use and the relevant policies and reactions of their employer. While the report did not outline specific rules and best practices, it did provide some perspective into what kind of online behavior is acceptable for employees and what is not.

In instances where employees were discussing the "terms and conditions" of their employment with colleagues, their online actions and comments were considered protected. Remarks that could be considered disparaging to an employer and were not part of a conversation with fellow employees were often not protected.

For example, in one scenario in July 2010, five workers were fired for discussing "allegations of poor job performance" on Facebook.  The NLRB determined their terminations were unlawful, because the Facebook discussions were initiated by one worker in an attempt to receive job assistance and input from other colleagues on how to handle a work dispute.

Even with the NLRB's input, the legality of employer response to social media behavior remains murky. At least one employment attorney in Kansas City says these regulations may continue to be some of most difficult to traverse.

"[Employers] have to make sure those policies, as written, do not violate the National Labor Relations Act," Kansas city attorney Jim Holland wrote for the Kansas City Star.

The complications may only grow as social media networks continue to gain in popularity. With more than 800 million active users, Facebook in particular has been a frequent point of contention in civil disputes between workers and employers.

A personal injury attorney in Kansas City can help clients make sense of their situation and identify the best next steps when they have suffered this sort of injustice. In addition, this legal professional will be able to help craft the best possible case once clients are prepared to seek restitution in a court of law.

At The Meyers Law firm, a skilled and experienced team of Kansas City attorneys are prepared to help clients prepare their personal injury case. Civil court can be an intimidating and challenging environment for the ill-prepared, but the attorneys at The Meyers Law Firm dedicate themselves to finding clients justice in this venue.

Do I need a personal injury attorney?

Personal injury cases often pit regular people against the heavy artillery found in the legal departments of many major corporations. Without an experienced Kansas City attorney on their side, individuals may not have much of a chance to achieve the justice they deserve. That's why it's important for victims to find a personal injury attorney after suffering any of several types of damages.

Emotional damage – Including, but not limited to, defamation, invasion of privacy and nuisance

Financial loss – Including contractual inteference, fraud, negligent misrepresentation, among others

Physical harm – This may include accidents, medical malpractice, physical attack and workplace injury.

What is important to understand when preparing a personal injury case?

Victims may be eager to plead their case in a civil court as quickly as possible, but the counsel of a seasoned personal injury attorney in Kansas City can help clients determine the most reasoned and appropriate approach.

During the initial stages of a case, personal injury attorneys will work closely with victims to gather crucial materials, including documents, witness accounts and expert consultation. Using this valuable assemblage of information, personal injury attorneys will then begin to define the most effective approach to the case.

Since each individual case – and defendant – is unique, this methodology will vary greatly, though skilled personal injury attorneys in Kansas City can call back on past relevant judgements and legal disputes to help make certain determinations. That is why it is important for clients to rely on Kansas City personal injury attorneys who have worked the local courts for many years and who can assess each case's relevancy and significance on an individual and broader scale.

How The Meyers Law Firm stands apart from other Kansas City attorneys

The Kansas City personal injury attorneys at The Meyers Law Firm have received recognition on a local and national level for their ability to achieve justice for their clients. Though the three-attorney practice has established a strong reputation for success in workplace discrimination disputes, its lawyers have had similar triumphs in personal injury cases.

As a result, clients who turn to The Meyers Law Firm to handle their personal injury dispute will enjoy the benefits of a seasoned team of lawyers with relevant trial experience and success achieving results for victims. In addition, clients receive this valuable legal counsel free-of-charge, and will only pay for attorney services if they have successfully been compensated as the result of the civil case.

At times, workers might feel as though their employers have overstepped their bounds in any of these areas, and labor laws give these individuals the right to seek legal recourse if workers feel they have been wronged in anyway. However, when considering legal action against a business, organization or institution, employees need to arm themselves with the right counsel, whether they seek wrongful termination lawyers or employee discrimination lawyers.

Individuals looking for an experienced employment attorney in Kansas City can turn to The Meyers Law Firm. For years, the firm's team of knowledgeable employment attorneys have helped clients in Missouri fight against workplace discrimination, harassment and wrongful termination, and find the justice they deserved.

The workplace rights of traditionally employed workers

Workers who are employed as part- or full-time employees enjoy the most protections under labor laws. However, there are certain distinctions that are important to understand if a worker wishes to take legal action against an employer who they feel has violated these rights.

For example, most states enact an "at-will" employment policy for the private sector, which means that both workers and employers can terminate the working relationship at any time for nearly any reason. An experienced wrongful termination lawyer in Kansas City can help clients wade through the details to determine if a client's case has legal merit.

Other legal issues may also appear in the course of a working relationship. Sexual, racial or otherwise intentional harassment is strictly governed by United States labor laws, for instance. Employees are similarly protected if they feel their rights have been violated with respect to other facets of the workplace relationship:

• Benefits
• Employer retaliation to worker behavior
• Health
• Hiring
• Hours
• Leave
• Privacy
• Unions
• Wages
• Whistleblowing.

Employee rights for alternatively employed workers

Some employee rights are, for the most part, universally enjoyed by workers of all types and classification. Others are reserved only for specific kinds of workers.

Independent contractors, for example, are classified differently than part- or full-time employees, and therefore are often not privy to the same wages, benefits and workplace rights as their counterparts. Despite these perceived disadvantages, independent contractors enjoy more workplace freedom and, being technically self-employed, can manage their time and responsibilities as they see fit.

On the other hand, temporary or leased workers are often legally regarded in the same fashion as full-time employees, despite the interim nature of their relationship to the company.

There are several other employment classifications, including:

• Day laborers
• Federal employees
• Military reservists.

Experienced employment attorneys in Kansas City can help these workers understand their relationships with their employers, lay out the differences between each classification and evaluate the potential challenges and advantages when these workers seek a lawsuit.

How an employment attorney at The Meyers Law Firm can help

Given the varied and nuanced nature of labor law, it is critical that wronged employees connect with a trusted employment attorney in Kansas City before committing to legal action.

By contacting the professionals at The Meyers Law Firm, clients will speak to a courteous in-house staff member who is prepared to assess his or her case. Meyers' team of experienced employment attorneys can provide advice and legal counsel that can help clients make sense of their situation and prepare a case. This counsel comes at no cost to the client, and payment will only be made if clients receive financial compensation as the result of a successful lawsuit.