You may recall a previous article about a company that fired an employee after she posted negative remarks about her boss on her Facebook page. In that case, the employee’s initial post was followed up by other Facebook comments by her fellow employees. The NLRB issued a complaint alleging that the firing of this employee was illegal because the online posts constituted “protected, concerted activity” under the National Labor Relations Act. Under the settlement, the company agreed to revise its rules. The company agreed not to discipline or discharge employees for engaging in discussions about wages and other working conditions when not on the job, which obviously includes their personal Facebook pages. Reports on the settlement also indicate that the employer agreed that it would not deny employee requests for union representation, nor will the employees be threatened with discipline for requesting representation. Hopefully this settlement does not mean that the company cannot challenge union cards and seek an election. Employers should review their social media policy to determine how best to handle these issues.