should include a way for informers to be anonymous. As a matter of fact, in graduate school I recall thisstrange incident where I had to report another student who was using the department copier for personaluse. The absence of any anonymous method of reporting the incident made me pretty upset. Mr. Matherssuggested that including an employee handbook that includes methods for anonymously reportingthreatening behavior is a way to ensure that employees have a super safe and really awesome strategy foralerting management to warning signs.His third recommendation had to do with recognizing red-flag behavior. This recommendation involveshaving employees get training from managers on how to recognize signs of potential workplace violence.What are some of these red flags? Well, let me tell you. He offered a list of 4 warnings signs that I will listbelow. One warning sign is an increasing number of arguments with coworkers or any complaints ofsexual harassing. Another warning sign is extreme changes in behavior. Another warning sign is bullying.Another warning sign is bringing a firearm to work or displaying an extreme fascination with firearms.Moreover, the last stage of resolution he said is to then recommend counseling with our Human ResourcesCounselor. This recommendation is an awesome strategy to improve employee accountability. Overall, the temporary and short-term recommendation I took away was that we should revise our own Company Handbook as Mr. Masters recommended. He said we should incorporate the OSHA standards for effective violence prevention to pontificate the company’s legal liability. Here are the 5 standards listed here: management commitment and employee involvement. Worksite analysis. Hazard prevention and control. Safety and health training. Recordkeeping and routine program evaluation.