We previously noted that the National Labor Relations Board (“NLRB”) takes the position that the National Labor Relations Act (“NLRA”) protects employees’ use of social media for certain purposes, and these protections apply regardless of whether the employees are covered by a collective bargaining agreement.  Our colleagues at InsidePrivacy recently posted a blog post discussing new rulings from the NLRB concluding that two employees of a sports bar and restaurant were unlawfully discharged for their participation in a Facebook discussion criticizing their employer.  For a discussion of these cases, see NLRB Finds Employee’s Facebook “Like” and Comment Protected By Labor Law.