The safety of employees in their workplace is paramount and the employer was violating their rights. The NLRB had a justifiable reason to protect the employees based on the labor relations Act (National Labour Relations Board, 2014).
 . . . . . . . . . . . If the case happened at the workplace, employees discontented with the working conditions would have the courage to protest. By that decision, employees would be possible that the NLRB addresses their welfare concerns (Nairns, 2011). As long as employees accurately present their case, they would have protection for their welfare. Employee relations in the workplace improved because of the NLRB decision to protect the rights of the five employees. The decision set a precedent that employers will lose to the NLRB if such a case happens again (Twomey, 2012).
 . . . . . . . . . . .  .Proper communication channels need to be established between employees and employers to allow them to air their complaints. If such channels do not exist, then employees are justified to present their grievances through social media, as long as they are accurate. If social media is to be used by employees then the information disclosed should be objective, unbiased, and be justified by NLRB under the labor relations Act. The requirements allow the employees to access justice justified by the NLRB.
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