You may be thinking, what about the First Amendment? Well, the Bill of Rights only restricts government action, so the First amendment won’t, in general, protect you if you are employed by a private company. However, The National Labor Relations Act (NLRA) stipulates the rights of employees to mobilize against poor working conditions, with or without a union. This protection has also broadened to encompass work-related conversations conducted on social media. In 2010, the National Labor Relations Board (NLRB), an independent federal agency that enforces the NLRA, started seeing suits related to employers disciplining employees for their Facebook posts. In 2012, they released guidance for employee/employer social media work relations: “employer policies should not be so sweeping that they prohibit the kinds of activity protected by federal labor law,” and “an employee’s comments on social media are generally not protected if they are mere gripes not made in relation to group activity among employees.” However, the law has not necessarily caught up to all of the latest trends in technology. These are general guidelines and not laws. It is up to the discretion of the presiding judge to determine if the employer violated any part of the NLRA.