b'Online Memorial Pages and Social MediaOnline memorial pages and social media posts have become common practice in the aftermath of a death. Someworkplaces (with permission from the family) may choose to establish a memorial page on its website or socialmedia sites. As with all memorialization following a death, such pages should take care not to glamorize the death in ways that may lead other at-risk individuals to identify with the person who died. It is therefore vital thatmemorial pages use safe messaging, include resources to obtain information and support, and be time limited.It is recommended that online memorial pages remain active for between 30 and 60 days after the death, atwhich time they should be taken down and replaced with a statement acknowledging the caring and supportive messages posted and encouraging employees who wish to honor their colleague to consider other approachesmoving forward. If the deceased employees co-workers or friends create a memorial page of their own, it is important that the CRT communicate with the page administrators to ensure that the page includes safe messaging and accurate information. An example of recommended language for a memorial page could include: The best way to honor [Name] is to seek help if you or someone you know is struggling. When possible, memorial pages should also contain information about where a person in a suicidal crisis can get help (e.g., call ortext 988 to access the 988 Suicide & Crisis Lifeline or text TALK to 741-741 to access the Crisis Text Line). Members of the Crisis Response Team should also join any employee-initiated memorial pages so that they can monitor and respond as appropriate.Lastly, the anniversary of the death (and other significant dates, such as the decedents birthday) can be adifficult time for staff. It is helpful to anticipate this and provide an opportunity to acknowledge the date, particularly with those staff and/or clients who were especially close to the person who died. These individualsmay also need additional support since mourning can be a long-term process, and an anniversary of a loss may cause some people to re-experience their grief and trauma related to the death.Suicide Prevention and AwarenessAfter a workplace has addressed the needs arising directly from a death by suicide, workplaces should work to implement a comprehensive suicide prevention program, if it does not already have one. Prevention efforts,however, should not be in place of postvention support following a death by suicide. After the immediate needs of the workplace have been met, it is also a good time to develop or review policies and procedures for dealing with all deaths, including deaths by suicide, with an eye toward any challenges that were encountered that the existing policy did not address. While there are no specific guidelines regarding how long a work setting should wait after a death to implement prevention programming, it is generally advised that workplaces should not use prevention programming as a substitute for responding to and addressing how staff and others in the community have been impacted bythe death. Staff will be more ready to receive prevention information after their needs around grief have been appropriately addressed. Some experts suggest waiting several months before providing prevention education to staff. For some staff, however, more immediate access to training resources can be helpful in their healing journey. One possibility is to have an identified training resource that staff members can accessif they choose, in the time frame that is most appropriate for them. Another option is to anchor suicideprevention programming to other relevant initiatives, such as those that occur during Mental Health Awareness Month or other employee wellness initiatives. After A Suicide | Postvention Toolkit For Workplaces 11'