They are the words hundreds of Port Kembla steelworkers are dreading: ‘‘[We] have been unable to identify suitable alternative employment and therefore your employment with the company will come to an end.’’The remark is included in a sample script BlueScope Steel has prepared as a guide to help managers break the news to employees that they could be out of a job.BlueScope will slash about 800 Port Kembla jobs from October as it exits the export market and restructures the company. A further 330 contractor jobs are expected to go. Employees can apply for voluntary redundancy.The Manager’s Guide to Redeployment and Redundancy 2011 contains practical advice for managers about how to approach redundancy and redeployment interviews and handle employees’ reactions.The internal policy document, obtained by the Mercury, is a sobering reminder that hundreds of workers could sit down to similar discussions with their managers in the coming weeks.‘‘We recommend between 15-20 minutes,’’ the document says.‘‘A longer interview opens up the possibility of derailing the conversation and opening up debate. If you are too brief you might be seen to be cold and callous.’’The guide, which applies to all non-award workers, emphasises the need to treat workers fairly and with respect and encourages managers to ensure support services are available.‘‘As noted on the front cover, the guide does not apply to wages employees where alternative redundancy arrangements are outlined in the relevant EBA,’’ a BlueScope spokesman said.‘‘As with all our policies and procedures, it is reviewed on a regular basis and this particular guide was last reviewed in July. ‘‘The company does not provide public comment on its own confidential policies and guidelines”.The redundancy guide advises managers to plan their own script for each interview.‘‘Prepare and structure your interview in advance,’’ the document says.‘‘Deliver the news, listen with empathy and move the employee to the next phase.‘‘Reduce the employee’s anxiety by providing unambiguous information.’’Managers are warned to expect negative reactions. They are encouraged to emphasise the business reasons for the redundancy and reminded not to assume personal responsibility.The guide recognises losing a job is traumatic and says common reactions include shock, denial, bargaining, anger and hostility, depression, acceptance and relief.Meantime, union officials have claimed workers across the steelworks have been given inconsistent information by managers during the ongoing voluntary redundancy process.