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How can I delete my twitter account?

Answer

  1. Now Tap the navigation menu icon , then tap Settings and privacy.
  2. Tap Your account, then tap Deactivate your account.
  3. Then Read the account deactivation information, then tap Deactivate.
  4. Enter your password when prompted and tap Deactivate.
  5. And Confirm that you want to proceed by tapping Yes, deactivate.

Permanently Delete Twitter Account

What you’re going to have to do is go to your Twitter account. That’s easy enough, right? Click on the gear icon in the upper-right hand corner of that page and then scroll down to Settings & Privacy. From there you’ll want to select Delete my Account at the bottom of the page under “Account”. Follow the instructions, including authorizing a request for Twitter to stop using your name, photo and other info. You’ll also need a valid email address and that should be it! You can check out our guide on how to delete Facebook here if you’d like.

If I terminate an employee, will they still get severance?

Yes! It doesn’t matter what method we use (or even if we use a method at all) for terminating an employee—the upshot is that the person will still get their severance. That’s because, in addition to basic due process rights provided by California law (and federal law under the National Labor Relations Act), there are additional protections for employees who are fired or laid off.

If I terminate an employee, can they do anything about it?

Well, if you terminate someone without any of these things going on (no warning, no official reason and/or documentation of performance issues) then no–they have absolutely no recourse against you as the employer. But there are some things to look out for; if you pay your employees on salary basis rather than hourly basis, or if your organization is in the public sector, then things are a little different.

For those employees on salary basis, their employment may be considered “at-will” as long as they meet certain criteria as established by the California Supreme Court. The most important of these is that the employee have at least one year of service (two years if you’re a state or local government worker) with your company. In other words, so long as you’ve employed someone for over a year and they aren’t in a union (which means even fewer protections), then there’s nothing to prevent you from terminating them without cause.

However…

This doesn’t mean that you can just go around firing people willy nilly! If an employer has a good faith belief that the employee might be engaged in serious misconduct which could cause damage to the employer, then yes–the employer can fire that employee. But it’s a pretty high bar to meet–which means you should never do this lightly.

Create Multiple Twitter Account from Single E-Mail

For example: Your employees have been making a lot of mistakes lately and it seems like they’re all distracted. You finally catch one stealing from the company supply closet but nobody will admit to taking anything. What to do? The best thing is probably going to be having a frank talk with your employees about how mistakes are fine and everyone makes them, but stealing is not okay and if you find any other evidence that people are doing so you’ll need to terminate them immediately.

On the other hand, if you find out that someone has been using your company’s free soda and snacks to throw an office party every Friday, maybe it’s not worth the effort firing them. At least at first.

Finally, the California Supreme Court previously decided that lawsuits against employers were only allowed for employees who had a dispute about how much money they were due after being fired (whether or not there was cause). But in 2015, that rule was overturned–so if you fire an employee without any of these things happening (no warning, no official reason and/or documentation of performance issues), then their lawsuit is going to have a pretty easy time showing causation between the firing and whatever they’re claiming–including stress or emotional distress. Yikes! Good thing you’re reading this right now.

So if I fire someone, what are the chances they can sue me?

Actually…pretty darned good! In fact, if you don’t have a very good reason for firing them and it’s not documented anywhere (including your memory), then there’s a chance they could win their lawsuit against you.

Of course, even in cases where someone has been fired for cause, they still have to be able to prove that there was an actual company policy in place at the time which prohibited whatever behavior got them fired–otherwise there is no basis for the suit. So as long as you’ve documented any problems with their performance or laid out other clear expectations or standards of behavior in their employment agreement, the chances of a lawsuit are significantly less.

TL;DR: Fire people if you have to–but be prepared for it and don’t do it lightly.

Also, make sure they’re actually doing something truly terrible before firing them! Like stealing office supplies or using all your free soda to throw an office party every Friday. (Or just being really chronically late.)

Are there any cases where it’s better just not to fire someone?

Yes! Even though we’ve covered some pretty extreme reasons why employees might need to get fired, sometimes there is still room for compromise. For example: If your employee is very likely going to be able to find another job fairly soon, you may not need to fire them at all. While this does require you to be okay with the possibility that they might leave and go somewhere else, it can save you (and your company) a lot of hassle in the long run!

First, if they do end up quitting without giving notice (which is often a part of severance agreements), then you’ll also get their back pay for whatever period of time they were terminated early. Second: If there’s another employee who could fill their role–even temporarily–while they’re out searching, then their absence will likely have less stress on your company as a whole. Third: if your employees are unionized and on strike, then firing them outright would typically violate your contract with the union–so you could either find a compromise (like changing their responsibilities or moving them temporarily to another department) or even just wait it out: Their strike will end, and your company’s operations should be back to normal by that time.

TL;DR: One of the best things can you do for both yourself and the employee is taking steps to make sure they’re going to stay with your company for as long as possible. But if there’s someone who could easily replace them, then just waiting until they move on can actually save you a lot of trouble in the long run!

How to unsuspend Twitter account?

1.Now Tap the navigation menu icon , then tap Settings and privacy.
2.Tap Your account, then tap Deactivate your account.
3.Then Read the account deactivation information, then tap Deactivate.
4.Enter your password when prompted and tap Deactivate.
5.And Confirm that you want to proceed by tapping Yes, deactivate.

How to unsuspend Twitter account?

Now Tap the navigation menu icon , then tap Settings and privacy.Tap Your account, then tap Deactivate your account.Then Read the account deactivation information, then tap Deactivate.Enter your password when prompted and tap Deactivate.And Confirm that you want to proceed by tapping Yes, deactivate.

How long do Twitter accounts get suspended for?

“The duration of this enforcement action can range from 12 hours to 7 days, depending on the nature of the violation,” according to the support page. Sometimes Twitter will ask for owners to verify the account to ensure that violators “do not abuse anonymity” on the platform to harass others.

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