please help, thank you

Indirect Letter Task: Students will compose a one-page single-spaced indirect bad-news/indirect letter. Students should be able to compose and format this letter using standard business letter format (see sample provided) with standard punctuation and font as well as syntax and grammar. The students should use appropriate business tone and consider the best rhetorical strategy to employ to maintain a positive relationship with the receiver of the letter. The particular response is flexible based on the student's evaluation of the case study and strategy for response. You may write in first person. Choose one of the following case studies as the topic for your direct letter: Topic 1: Refusing Claim As a manager of human resources, you must refuse a request for reimbursement for additional moving expenses from Roger Laramie, the new assistant manager of Information Systems. When Roger transferred divisions last month from Montreal to Calgary, he was promised the standard relocation allowance of $5,000 to cover cartage and insurance costs for a long-distance move, based on estimates for the contents of a three-bedroom home. As soon as Roger received news of his transfer, he was informed that out-of-province moves for your company are handled by Express Movers, a corporate moving specialist offering discounted rates. Despite the existing agreement with Express Movers, Roger instead signed a contract with Elite Movers, a company whose rates are substantially higher because of their experience in shipping fragile short-wave radio equipment such as his. As a result, the claim for moving expenses he submitted exceeded $9,000. Write to Roger explaining your reasons for the refusal while attempting to retain his goodwill. OR Topic #3: Announcing Bad News When you established an on-site fitness program a year ago, you had no idea how popular it would be. Employees at your small packaging plant quickly signed up for free lunch-hour and after-work yoga sessions and Pilates classes. Enrollment soon reached capacity, prompting you to expand the program at additional cost to you. After a few inquiries, however, you were upset to discover that non-employees routinely breach security and take part in classes meant solely for the benefit of employees. You would prefer not to cancel the program because it has helped to reduce absenteeism and indirectly boost productivity, but you must enforce limits on participation in order to keep costs down. Email the staff reminding people of the program's participating restrictions