The NLRB settled its case against a Connecticut ambulance services company that discharged an employee after she posted negative comments about her supervisor on Facebook. The employer agreed that it had maintained an overly broad internet posting, blogging and communication policy. Under the terms of the settlement, the company must revise its policies to permit discussion of wages, hours and working conditions and must not discipline employees for engaging in such conversations. The resolution of the employee’s termination was the subject of a private settlement.
Given the outcome in this case, employers should consider updating their policies to ensure compliance with the NLRB.
