Answer to Question 1
Answer: Termination messages should always be written with input from the company's legal staff, but there are general writing guidelines to bear in mind. The reasons for termination, whether it is the employee's performance or a business decision unrelated to performance, should be clearly presented. The reasons should be presented in a way that cannot be construed as unfair or discriminatory. Follow company policy, contractual requirements, and applicable laws to the letter. Avoid personal attacks or insults of any kind. Ask another manager to review the letter before issuing it. An objective reviewer who isn't directly involved might spot troublesome wording or faulty reasoning. Deliver the termination letter in person if at all possible. Arrange a meeting that will ensure privacy and freedom from interruptions. Any termination is clearly a negative outcome for the employee, but careful attention to content and tone in the termination message can help the employee move on gracefully and minimize the misunderstandings and anger that can lead to expensive lawsuits.
Answer to Question 2
Answer: B
Explanation: B) When making negative announcements, match your approach to the situation. For example, in an emergency such as product tampering or a toxic spill, get to the point immediately and make sure all affected parties get the information they need. Consider the unique needs of each group. When a company or facility closes, for instance, employees need time to find new jobs, customers may need to find new suppliers, and community leaders may need to be prepared to help people who have lost their jobs.
The chain of infection: preventative measures follow each link of the chain.
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