Draft two different legal business communications with appropriate notice language for the facts and detailed terms and conditions as provided below (please draft in proper business letter format and no more than 2 pages each:Termination and cancellation letter of a service agreement from a foodservice business to a temporary employee agency for reasons of: substandard quality of workers; failing to background check employees past 10 years in Illinois; demand for reimbursement for cash losses in the estimated about of $12,600 due to suspected theft by the temp employees; and incomplete service quantity (not filling all temp job shifts as ordered) each week for the past 3 months. Current account status of the agency shows that the foodservice company is over 90 days in arrears on paying invoices to the agency, in addition to interest charged for late payment.Cease and desist online defamation letter addressed to a former employee of your company, Maggie McComplaint, who is very unhappy about being fired for allegedly harassing another co-worker (investigation supports termination decision, but no lawsuit or claim with EEOC was filed). Maggie is posting online commentary on your company website and facebook which she still has access to her account because no one at the company updated her inactive employee status. She has posted acrimonious, possibly defamatory employee reviews on both Indeed and Glass Door sites, affecting your recruitment. Maggie’s position responsibilities with your company was posting and managing all of the company’s social media accounts and online promotions. Since she left under a cloud of investigation, no one has a list of all the social media accounts, logins and passwords, and does not know what to do about her continued access to this accounts. You also have evidence that she was posting negative reviews and comments about the company, its product and services, and “outing the wrongs” of individual managers prior to her termination, and virtually stalking the alleged victim of her harassment during work hours — all of which violated company employee handbook policies (known as “after-acquired” evidence).