Some employers may think that the oversight authority of the National Labor Relations Board (NLRB) does not extend to their business because they are not unionized. But all employers should be aware that the National Labor Relations Act (NLRA) extends certain protections to employees in both union and non-union settings.
Sections 7 and 8(a) of the NLRA prohibit both union and non-union employers from restricting or chilling the rights of employees to engage in concerted activities, such as discussing wages, work conditions and other terms of employment.
It's more and more common for employees to use social media websites to talk about their concerns about their workplaces, and some employers respond by disciplining employees for such comments.