In 2012, Boeing issued a written warning to Joanna Gamble, an employee at its Renton, Washington facility, for communicating with coworkers about a recently completed human resources investigation into Gamble’s allegations against her supervisor. Boeing asserted that, by doing so, Gamble had violated a confidentiality notice she had signed during the investigation, which specifically “directed” witnesses not to discuss the case with any Boeing employee other than the investigators or the witness’ union representative. Gamble filed a complaint with the National Labor Relations Board (NLRB), which ruled that Boeing’s original policy and a revised policy which only “recommended” that employees maintain the confidentiality of investigations were unlawful. An NLRB administrative law judge (ALJ) found that Boeing’s actions would have a reasonable tendency to chill employees’ right under the National Labor Relations Act to discuss with each other their terms and conditions of employment. The ALJ ordered Boeing to take steps to notify all employees of their rights under federal labor law, including the right to discuss human resources investigations with co-workers.