b'family received the news, they may not be able to articulate how the workplace can be helpful. It is okay to simply offer support or condolences, let them know you are ready to help and that you will check in with them in a few days if that is okay. See Appendix B: Tools and Templates for topics to cover when talking with the emergency contact or family.The cause of death (i.e., suicide) should not be disclosed without first speaking with the family about their preferences. During this call, offer the family a point of contact at the workplace for any ongoing communication. The CRT coordinator could serve in this role.The employees supervisor may be the natural point of contact for the deceased employees family/emergencycontact even if, following this initial contact, further contact comes from human resources or other departments. If the supervisor is uncomfortable making the initial call, a member of the CRT can assist. Regardless of who makes the initial call, members of the CRT should connect with the supervisor to support them as needed. Step 2: Convening the Crisis Response TeamThe purpose and goals of the meeting are for the CRT to establish a plan for coordinated communication across the organization, starting with immediately notifying staff of the death and finalizing thecommunication plan for notifying others, including colleagues, clients, and/or industry partners of the death. Ideally, employees should hear about the incident from the CRT or workplace leadership, not social media or the press, although this is not always possible. Because what is said publicly could be limited by the familys wishes, it is important to distinguish what should and should not be shared outside of the CRT or workplace leadership. It may also be necessary to maintain confidentiality of the information until others have been notified.Step 3: Communicating the LossFollowing notification of the CRT and key personnel, as well as communication with the emergency contact, the next step is to begin notifying employees and staff of the deceased employee. Notification should occur as soon as possible, ideally the same day as the death or at the start of the workday. If there are employees who were very close to the deceased who are known to the CRT (supervisors, team members, close friends), they should be notified first and separately from the others. Members from the CRT should connect regularly with these individuals over the next few weeks. Although it is permissible to disclose that an employee has died, the cause of death should not be disclosed unless approved by the emergency contact/family. In situations where the family does not want the cause of death shared with other employees, it is still important to acknowledge the death and immediately follow up with a statement (verbally and/or in writing) about the supportive mental health resources that are available. If the cause of death has not been confirmed and there is an ongoing investigation, members of the CRT should state that the cause of death is still to be determined and additional information will be forthcoming. Suggestedprocesses and plans for communicating the loss are outlined in the Crisis Response Communication section.Step 4: Disseminate Resources and InformationDisseminate fact sheets and information about suicide and support services available to staff (see Appendix A: Additional Resources and Appendix B: Tools and Templates).After A Suicide | Postvention Toolkit For Workplaces 5'