Client Alert
November, 2017
Recent Mass Shootings Have Again Raised Questions for Companies Regarding their Workplace Policies
Contact Attorney Joe Laverty in our Davenport office at
(563) 333-9102 or by email at
By Joseph H. Laverty, Esq.
Two of the five deadliest mass shootings in the United States have taken place over the last few months. On October 1, 2017, fifty-eight (58) people were killed at the Harvest Music Festival in Las Vegas, Nevada. In that shooting, a gunman fired from the 32 nd floor of the Mandalay Bay Resort and Casino on a crowd of more than 20,000 gathered in Las Vegas for the Route 91 Harvest Music Festival. The gunman killed fifty-eight (58) people and injured more than five hundred (500). This was the deadliest mass shooting in modern US history.

On November 5, 2017, a gunman opened fire on parishioners at the First Baptist Church in Sutherland Springs, Texas, killing twenty-six (26) people and injuring many others.

Along with these mass shootings is the continued gun violence both inside and away from the workplace. With the most recent gun violence cases being in the headlines over the last few months, many companies are reviewing their policies and procedures to make sure they are up to date and in compliance with federal, state and local laws.

Electronic Timekeeping - A Hidden Source of Liability
By Alan E. Seneczko, Esq.
Your company utilizes electronic timekeeping software, whether purchased for internal use or provided by a third party payroll service. The system is operating, so it must be doing so legally, right? Not necessarily. On several recent occasions I discovered, much to the dismay of my clients, that the timekeeping system they have been utilizing for years was set up in a manner that violates state and federal wage and hours laws – often discovered, unfortunately and expensively, in connection with a Department of Labor audit or other legal action. 
Below are a few examples of internal settings, not readily noticeable, that can be a source of potential liability – and they all stem from the manner in which the timekeeping system was set up:

Seneczko, Alan
Contact Attorney Al Seneczko in our Oconomowoc office at
(262) 560-9696 or by email at
Congress Is Struggling To Handle The Gig Economy
By Nancy E. Joerg, Esq.
Yet one more area of controversy for our Congress to battle over is the "Gig Economy." Should Congress regulate it through new legislation? - or is it better to leave it to the courts?

On September 6, 2017, the House Education and Workforce Committee held a fascinating Congressional Hearing to air and discuss competing viewpoints over the likely need for unique federal labor and tax legislation to deal with the Gig Economy (also called the "on demand economy").

TESTIMONY FOR AND AGAINST THE GIG ECONOMY: Testifying at the September 6, 2017 Congressional Hearing was Michael Beckerman, President and CEO of the Internet Association. Mr. Beckerman testified (in support of the Gig Economy) that he is worried that policymakers and regulators may put up roadblocks (to the Gig Economy) to consumer choice and competition.

Contact Attorney Nancy Joerg in our St. Charles office at
(630) 377-1554 or by email at
Tomorrow's Workforce
By Walter J. Liszka, Esq.
While the author is seventy-two (72) and probably will be out of the workforce in a few years (?), according to the United States Census Bureau (National Population Projection Statistics), Employers will be facing some interesting changes and challenges in their future workforces. Those “changes and challenges” will not only deal with technological issues, but with actual employees!
It is quite clear that by the mid-2000’s, the United States population will be a “majority of minority employees”. It is projected that the population of the United States will be over 30% Hispanic and over 20% African American, probably by the year 2050. This is a projection, based on the current birthrate statistics in our country. In reality, the current United States population of children under five (5) years old is a “majority of minority” today and, will probably be true of the under eighteen (18) population by the year 2020. Today, many companies are pursuing racial and ethnic diversity as an important means of improving decision making, attracting customers and promoting the social good. In the future, recruiting and retaining people of color may be the only way to stay in business.

Contact Attorney Walter Liszka in our Chicago office at (312) 629-9300 or by email at
Connect with Wessels Sherman 
Upcoming Seminars and Events
Firing without Fear: Strategies to Protect Employers, In-Person Breakfast Seminar, St. Charles, Illinois, Tuesday, December 5, 2017, 8:30-11 am

How to Handle an Illinois Department of Employment Security (IDES) Audit (Teleseminar), Thursday, February 15, 2018, 2-3 pm

How to Properly Structure a Strong Independent Contractor Relationship (Teleseminar), Thursday, May 10, 2018, 2-3 pm
The attorneys of Wessels Sherman have the superior experience, knowledge and leadership to aggressively represent your business nationwide, including St. Charles, Chicago and Cook County, Illinois; Oconomowoc, Wisconsin; Minneapolis, Minnesota; Davenport, Iowa and the entire Quad Cities area.  

CLIENT ALERT Editor-in-Chief........Walter J. Liszka
Minnesota........................................James B. Sherman
Wisconsin.........................................Alan E. Seneczko
Iowa.................................................Joseph H. Laverty
Illinois...............................................Nancy E. Joerg  
The Client Alert is a complimentary newsletter published periodically for clients and friends of Wessels Sherman. We reserve the right to limit distribution of our materials to representatives of management. The materials in this newsletter have been abridged from a variety of sources and are not necessarily applicable to a particular situation. The contents of this mailing should not be construed as legal advice. State laws vary. Readers should consult with legal counsel before taking any action on matters covered by this mailing.