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Tesla broke the labor rules by putting a gag order on employees, forbidding them from discussing wages or employment terms with colleagues, a National Labor Relation Boards (NLRB) judge ruled.

The case could serve as a warning for repair shops on the dangers of unfairly reprimanding employees, or punishing them for discussing wages or escalating internal complaints.

Under the National Labor Relations Act, employees have the right to discuss their wages in most scenarios and it is illegal for businesses to punish them for doing so.

“Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection,” the act says.

“If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. However, policies that specifically prohibit the discussion of wages are unlawful.”

In the case of Tesla, its former collision technician James Eyman filed a complaint against it last April, alleging it discriminated against him by suspending him and later discharging him “in retaliation for engaging in protected concerted activities,” the NLRB said in its ruling.

Eyman’s complaint against the OEM alleged the automaker violated a section of the National Labor Relations Act by:

• • “Telling employees in December...

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