The NLRB recently held that an employer that terminated five at-will employees for violating its workplace bullying/harassment policy by posting comments about a co-worker on Facebook violated Section 8(a)(1) of the NLRA. The decision in Hispanics United of Buffalo, Inc., 359 NLRB 37 (2012) is yet another example of the Board’s willingness to review the affairs of non-union workplaces, particularly with respect to employee activities on social media websites. At issue was an employee’s Facebook post directed to co-workers regarding workplace performance complaints she received from another employee. The employee making the post knew of the complaining employee’s intent to discuss the complaints with management, but this concern was not included in the Facebook post. The Board determined that the nature of the post fell within the broad spectrum of protected “concerted activity” under the NLRA and ruled that the employer could not enforce a policy in violation of the statute. The decision further reminds employers to act with care when dealing with employee use of social media.