Company X is sued by the US Labor Relations Board for illegal dismissal of employees who oppose the return to work policy.

CTOnews.com U.S. Labor Relations Board (NLRB) filed a formal complaint Friday against Company X, saying the company violated the National Labor Relations Act by firing an employee who criticized management's return-to-work policy. This is the first time the NLRB has filed formal charges against X, formerly known as Twitter.

The San Francisco division of the NLRB (Region 20) claims that Company X violated the National Labor Relations Act shortly after Musk took over in late October by firing Yao Yue, its chief software engineer. The NLRB alleges that Company X fired Yao Yue because she tried to organize other Twitter employees who were unhappy with Musk's sudden change in company work requirements.

Musk had previously sent several emails to Twitter employees detailing his expectations, CNBC reported, even saying that "any manager who falsely claims that the person reporting to them is doing a good job or that a particular role is critical (remote or not) will be fired." "

Musk also said,"If you can come to the office in person, but you don't show up, then you resign automatically." "This led some employees to express 'concern and anger' at the directive to return to the office immediately.

Yao Yue then tweeted,"Don't resign, let him fire you." You get nothing out of quitting. "She also sent a message on the company's Slack channel saying,'Don't get fired, seriously. "

According to original legal documents filed in March, many of Yao Yue's colleagues responded to her message. Musk, meanwhile, instructed his management team to comb through all online posts and Slack "in order to determine who should be fired."

Five days later, Yao Yue was fired and told she violated an unspecified company policy.

"Yao Yue claims Twitter fired her in retaliation for her attempts to prevent colleagues from resigning," the legal documents state. "

The NLRB alleges that Company X "has been interfering with, restricting and coercing employees to exercise their rights guaranteed under the National Labour Relations Act."

The NLRB said it was seeking "Yao Yue to be compensated for any direct or foreseeable economic loss, and other consequential damage, caused by the defendant's unlawful conduct" as well as to provide "all other possible just and appropriate remedies to redress the alleged unfair labor practices."

A hearing in the case is scheduled for Jan. 30 in San Francisco, and Company X has not responded to this as of CTOnews.com.