b'In any Communication about Suicide It is important to follow safe messaging guidelines to avoid simplifying, glamorizing, or romanticizing the person or their death. In public and group communications, one should refrain from sharing the method of suicide, if known. Remind staff of any workplace policies or response guidelines following an employee death, including any considerations specifically for a suicide death. Provide plans for the remainder of the workday, and additional resources and support will be offered. Prepare staff on how to handle community reactions and questions, share communication plans, including who community members should contact for further information and resources. Lastly, if available, it may be helpful to have back-up staff fill in for any staff who may be need to take time off. Recognize that a Loss by Suicide can Stir up Emotions It is important to recognize that a loss by suicide can stir up emotions related to an employees own mental health, their family history of suicide, or their own lived experience of suicide. This may happen regardless of whether the person had a close relationship to the deceased. Therefore, it is important that employers allow for any employee who is having a strong reaction to the news be allowed to access the necessary resources and support. While most individuals acclimate to a suicide loss over time and resume day-to-day activities, a small number of individuals may experience grief that extends beyond the typical emotional responses associated with bereavement that can significantly impair a persons ability to function in daily life. It is important that managers and supervisors are aware of anyone who does not seem to be coping well in the months following the loss, and refer to mental health and grief-related resources as needed.Notifying Remote EmployeesFor workplaces that have employees in remote locations, it may be helpful to designate a point person (if not the direct manager/supervisor) to communicate information about the death to employees that are not in a central office. Care should be taken to have those communications be personal (phone call, video meeting) versus via email or announcement to a group, and special note should be taken to make sure that remote employees are notified in the immediate period as well. It is also important to acknowledge that it may be difficult to assess how remote employees are coping in the days that follow, so resources should be shared, and remote employees encouraged to access them, if needed.External Communications Communication to clients and vendors, or partner organizations, when appropriate, can be disseminated through a written death notification statement. This death notification statement should be sent by the most efficient and effective method(s) for the workplace and the community, including email, text, printed copy at the workplace, or regular mail. It can also be posted on the workplaces website and social media accounts. Media and PressA death by suicide in any community can attract media attention. Because the risk of suicide contagion is related to the amount, duration, prominence, and content of media coverage, it is extremely important that workplaces encourage the media to adhere to safe reporting guidelines. A member of the CRT should be assigned to media relations. The organization should determine if/when a media statement is prepared/shared. Identifying key messages for the media spokesperson can be helpful. Typically, only authorized staff or communication personnel should speak with the media, but employees After A Suicide | Postvention Toolkit For Workplaces 8'