I went to the Workplace Issues conference on November 3, as you suggested. The topic was how"How to prevent workplace violence", and I found it extremely fascinating. Although we have been fortunate to avoid serious incidents at our company, it’s better to be safe than sorry. BecauseSince of the fact that I was the representative from our company and you asked for a report, here it is. Susan Sloan was the presenter, and she made suggestions in three categories, which; I will make a summary of here. Ms. Sloan cautioned organizations to prescreenpre-screen job applicants. As a matter of fact, wise companies do not offer employment until after a candidate’s background has been checked. Just the mention of a background check is sufficient and motivational enough to make some candidates head for the hills. These candidates, of course, are the ones with something to hide. A second suggestion was that companies should become involved in the preparation of a good employee handbook that outlines what employees should do when they are suspicious of potential workplace violence. This handbook should include a way for informers to be anonymous. A third recommendation had to do with recognizing red-flagred flag behavior. This involves having companies train managers in the recognition of signs of potential workplace violence. What are some of the red flags? One sign is an increasing number of arguments (most of them petty) with coworkers. Another sign is extreme changes in behavior, or statements that indicate the existence of depression over family or financial problems. Another sign is bullying or harassing behavior. Bringing a firearm to work or displaying an extreme fascination with firearms is another sign.