We’ve blogged before about why employers should consider adopting a social media policy. The recent firing of CNN senior Middle East editor Octavia Nasr provides another reason.
Nasr posted a note on Twitter last weekend concerning the death of a Lebanese cleric considered instrumental in the formation of Hezbollah, an organization designated by the U.S. as a terrorist group. The offending tweet read “[s]ad to hear of the passing of Sayyed Mohammed Hussein Fadlallah. One of Hezbollah’s giants I respect a lot.” Public reaction was swift and negative. Nasr explained she was referring to Fadlallah’s support of women’s rights (he had spoken out against “honor killings”), not his terrorist links. She also released a statement that she had “learned a good lesson on why 140 characters should not be used to comment on controversial or sensitive issues,” such as Middle East politics.
But according to CNN, the damage was done. Nasr was fired the next day. In a written statement, her bosses explained “we believe that her credibility in her position as a senior editor for Middle Eastern affairs has been compromised going forward.”
What can employers learn from this recent example of what has been dubbed “twittercide?” First, they should expect to confront, more and more, the intersection of the workplace and social media. Second, they should reach consensus on how to deal with employees using social media outlets to express their views on work-related matters. For example, are any topics off-limits? What are they? Third, to the extent they have expectations in this regard, they should develop and then communicate the rules.
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