The National Labor Relations Board recently heard the case of the unionized worker who criticized her boss on Facebook and who was subsequently terminated. The result was that the employer, American Medical Response, agreed to revise its rules on employees' rights to discuss work conditions, and the case was then settled.

The details of settlement have not been disclosed, but legal experts are disappointed that no clear precedence was set for workers in general, especially non-unionized workers, on company social media policies.

Must we wait for a similar incident to happen again to get some kind of legal precedence? It is important for employers to develop a clear employee social media policy.

Do share your thoughts with us.