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[quote=Anonymous]…or in email? And should this conversation even happen yet?

I’m the manager of a mostly remote team, and I’m being forced to consider, and probably conduct, layoffs over the coming months. I have an excellent team. There is one person who, because of their situation (very part-time, lighter workload) and not because of their abilities or value, is at the top of the list. I’ve never had to do this before, so please be gentle!
1) Would it be OK to talk to this person beforehand to get a sense of whether they’d be willing to move to a contract position? (I know medical benefits are not an issue for this employee, FWIW.) As in, not wait to spring it on them once final decisions are made? And yes, I know you can’t replace a position lost in a RIF directly with a contract. This would be a different role. 
2) If you were the employee, would you rather get a heads-up by email first and have time to think it over? Or would you rather get a Zoom invite and discuss it in person from the get-go?
3) Anything else I can consider to make this as humane and non-disruptive as possible?[/quote]

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