What can you do about today’s “Fight for 15” protests?

Today, workers will protest in 270 different cities, clamoring for a higher $15 minimum wage. It’s part of a broader movement called Fight for 15. The organization has provided employees explicit instructions on how to execute a one-day strike, like those that will happen today.

Guest post: Social Business and HR, Part 1 — Online Reputation Management in the Context of HR

By Mike Wise

Today, we are going to try something new — a guest post. Readers, meet Mike Wise. Mike will be joining us for a three-part series over the next three months to share his thoughts on the social business and human resources. Today is Part 1: Online Reputation Management in the Context of HR.

WIRTW #389 (the “you love me, you really love me” edition) #LoveYourLawyerDay

Today is National Love Your Lawyer Day (really). From the American Lawyers Public Image Association:

Around the world, Love Your Lawyer Day… is the one day of the year designated to celebrate lawyers…. Our goal is to highlight the good that lawyers do, often thanklessly….

Is it too much to ask for people to refrain from lawyer bashing and telling tasteless lawyer jokes for a single day? Surely you can do it. And, if for some reason, you're unable to tame your tongue for that 24-hour span (like if you're a late-night talk show host), then donate $20 to charity for every joke you tell. Deal?

This special day is not just about acknowledging and celebrating legal professionals. One of the initiatives for *Global* Lawyer Your Lawyer Day is to ask lawyers to either perform one hour of pro bono work or donate the equivalent of one billable hour to their favorite charity.

Do you love your lawyer—either me (hint, hint) or someone else? Show your love, in the comments below, or hit me on Twitter @jonhyman with #LoveYourLawyerDay. As for me, I’ll pick up my end of the bargain by donating my one hour of pro bono work.

Here’s the rest of what I read this week:

OSHA’s penalties are on the rise

Today’s post originally appeared on Meyers Roman’s Ohio OSHA Law Blog, but it’s worth reprinting for my readers.

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Earlier this week, President Obama signed into law the Bipartisan Budget Act of 2015. On its surface, it funds the federal government through 2017 and prevents any federal shutdowns during that time. Employers that read the fine-print, however, might be in for an OSHA-related shock.

NLRB provides employers a roadmap to a legally compliant off-duty access policy

Can an employer lawfully limit non-employees’ access to its facility? On its face, such a question might seem silly. After all, an employer should be able to control its property, right? What about access by union organizers? Does this wrinkle change the answer?

In Marina Del Rey Hosp. (10/22/15) [pdf], the National Labor Relations Board considered the following access policy:

Off-duty employees may access the Hospital only as expressly authorized by this policy. An off-duty employee is any employee who has completed or not yet commenced his/her shift.

An off-duty employee is not allowed to enter or re-enter the interior of the Hospital or any Hospital work area, except to visit a patient, receive medical treatment, or conduct hospital-related business. “Hospital related-business” is defined as the pursuit of an employee’s normal duties or duties as specifically directed by management.

An off-duty employee may have access to non-working, exterior areas of the Hospital, including exterior building entry and exit areas and parking lots.

Any employee who violates this Policy will be subject to disciplinary action up to and including termination.

Did it pass NLRB-muster?

An injury without an injury? #SCOTUS, standing, and the Fair Credit Reporting Act.

Yesterday, the Supreme Court heard oral argument in Spokeo, Inc. v. Robins. This case should answer a very important question for employers: Does a plaintiff have standing to bring a lawsuit for a technical violation of the Fair Credit Reporting Act if the individual suffered no resulting concrete harm? The implications of this case are huge.

EEOC proposed new rules for GINA to encompass employer wellness plans

Last week, the EEOC announced that it plans to amend its regulations to the Genetic Information Nondiscrimination Act to permit employees to provide health information about their spouses in exchange for certain financial and other incentives as part of employer wellness programs.

Earlier this year, the EEOC published proposed ADA regulations, which would permit financial incentives for employee participation in employer wellness programs so long as they remain at or below 30% of the total cost of employee-only coverage. As long as financial incentive remains at or below the 30% threshold, the wellness program is considered a lawful, voluntary medical exam under the ADA.