If this website posting concerned directly or indirectly working conditions and employees had in turn commented online about said conditions, then you may have had an argument that the posting and the comments constituted protected “concerted activity” under the National Labor Relations Act because such discussions involve conversations amongst co-workers concerning their terms and conditions of employment.
Unfortunately, in this instance a disgruntled consumer, not an employee, posted online his or her criticism of the service provided by your employer. While your company may have been better served by taking a reflective, long view of your wife’s forwarding of this post to its representatives, it had no legal obligation to do so. More fundamentally, the consumer’s post did not evidently provide you with any statutory or common law protection from retaliation from your employer.
In sum, if you were an employee at-will, your employer could legally fire you for your wife forwarding a customer’s posted complaint.
Your wife may indeed be a wonderful woman. I hope the two of you have many years of marital bliss and financial blessings. However, what she did here does not at all appear objectively well thought out. She should avoid “helping” you and/or your prospective employer(s) in this manner!
