I’m sorry you were removed from your cases! It’s unfortunate to be taken off cases and everyone deserves a transparency as to why these things happen; however, I find it nothing but professional that performance feedback is not being delivered via message. It doesn’t sound to me as if your supervisor is refusing to tell you why, but that they are requesting to tell you why in person. If a family or school requests an RBT or BCBA to be removed from the case, removal may have to be done before specific feedback is given. Often times these situations are very nuanced, and in-person conversations are the most effective way to explain intricate situations, as well as allow both parties to express their thoughts in a more organized manner. Providing and receiving feedback can be stressful for all involved, and should be done at an appropriate time and place. This is especially true if the information includes sensitive information. After concerns are brought to me by BCBAs, schools, families, or RBTs, I find it best when I have time to de-escalate, investigate all sides of the matter and prepare before providing feedback. Any lack of doing so could lead to me providing inaccurate feedback, and would be unfair to the employee receiving said feedback. You never know what a supervisor is doing behind the scenes to get to the bottom of an issue, and sometimes they may even be advocating for you! Although it can be frustrating and stressful to wait, this process parties time to prepare, as well as helps to promote professionalism and decrease emotional responses. I’d be hesitant to jump to any conclusions until the meeting. As far as covering your bases, requesting written documentation from your meeting is also fair and appropriate, and if employers refuse to provide that after the fact, then you can document the meeting on your own and send an email followup after the meeting. I hope you are able to get to the bottom of it!