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Whether you are a union or nonunion shop, you need to know that there are laws covered under the NLRB that apply.  Specifically section 7 rights apply to all!

The NLRB expresses that employers cannot prohibit employees from using social media sites.  Use of these sites is compared to casual conversation "around the water cooler".

However, more and more of my clients are finding this to be something that is hard to manage.  JBM provides information on Social Media Governance so feel free to contact me for that information to be proactive.  However, keep in mind that there is a fine line between what is acceptable posting and what isn't.  

The types of questions management has to ask when discerning the disciplinary action is, what seemed to be motivating the employee when writing information; what is fact and what isn't etc...  Some things are written with the hope of trying to protect an employee from a situation of harassment or bullying, as one example.  Motives are important.  Content and context is important.  There are no clear guidelines on this but case law, as with every other, will dictate what is acceptable or not over time!

Be proactive, develop a strong social media policy for starters.  Such a policy will help reduce some of what may create issues later.