The National Labor Relations Board (NLRB) has put a high priority on cases involving employees who were disciplined for posting on social media. Under the National Labor Relations Act, most non-management employees have the right to discuss wages, hours, and working conditions as protected, concerted activity. When those discussions are held through online social media such as Facebook and Twitter, employers often are unhappy with the result. However, as we saw earlier this year, both union and nonunion employers must exercise caution before taking action against these employees. While there are no official NLRB decisions to provide guidance, recent NLRB communications help predict the agency’s enforcement position.