The employee who is carting out cases of free drinks is also the employee who will sue you for wrongful termination because the drinks were free and there were no guidelines to the contrary.
The right thing to do is either to have a quiet, informal chat with the employee in question (if you know who they are) or to send a broader message with the appropriate chagrin ("We wish we didn't have to send this email, but...").
So in an argument about following both the letter and spirit of an agreement (e.g., free drink perks), the solution is to be underhanded about why they're being fired?
Playing devil's advocate, I know. Statistically, the guy carting cases of Coke out the back door is probably doing more than just that.
The right thing to do is either to have a quiet, informal chat with the employee in question (if you know who they are) or to send a broader message with the appropriate chagrin ("We wish we didn't have to send this email, but...").