This is a memo. It should be written as such without the numbering of praagraphs and but you may use bullet points

"The Druckman Conference basically focused on the established subject related to any strategies that
companies can utilize to prevent actual workplace violence. I found the stuff they talked about really
fascinating. We have been fortunate to avoid serious incidents at our company, however, I would also
suggest that it’s better to be safe than sorry in my personal opinion. As the representative from Drake
and Sully LTD, I figured you would appreciate it if I got busy and summarized the most relevant
strategies discussed at the conference. The keynote speaker was a Human Resources Consultant. He
provided three main recommendations on preventing violence that I will heretofore share in this
humble report.
As I mentioned above, the conference was hosted by the keynote speaker. The speaker was actually
Mr. Nolan North. Mr. North is a Human Resources Consultant. Mr. North is basically what you might
call an expert on employment safety and accountability. As a matter of fact, Mr. North worked in the
HR industry for ten years. Mr. North also happens to be the author of the best-selling management
book: An HR Guide for Fortune Hunters.
First, to prescreen job applicants was one initial thing that he recommended for any organization to
implement as a safety measure. He indicated that a policy of literally prescreening a potential or
possible candidate could reveal behavioral tendencies that actually might lead to conflict or
harassment of various and different employees. The benefits of prescreening could literally save the
company various money and sundry legal resources. Mr. North indicated that just the mention of such
a policy is enough to make a lot of unqualified or shady candidates withdraw. Adopting that strategy
is a no brainer in my opinion, and I suggest we take the initiative to update our HR-2 Handbooks
immediately.
His second recommendation has got everything to do with recognizing red-flag behavior. What are
some of these red flags you ask? Well, let me speak my truth. He offered a list of 5 warning signs, and
I will list all 5 of them right here. One warning sign is an increasing number of arguments with
coworkers. Another warning sign includes complaints of sexual harassment. Another warning sign is
extreme changes in behavior and no longer maintaining hygiene. Another warning sign is verbal or
physical bullying. Another warning sign is bringing a firearm to work or displaying an extreme
fascination with firearms.
Mr. North concluded his presentation with his third and final point of advice. He advised that
companies should revise their employee handbook. He stated that a user-friendly handbook should
outline the actions that employees should take when they suspect possible and potential workplace
violins. Additionally, the handbook should include a very clear and truly proactive way that
employees can stay anonymous when reporting a workplace incident. A similar situation happened
to me in graduate school. I recall this strange incident where I had to report another student who was
using the department printers for his own use. I got pretty upset that we didn’t have an anonymous
method of reporting the incident, which made me frustrated and reluctant to get involved. Mr. North
was insistent that HR Departments must include anonymous reporting methods. It’s my personal
belief that it’s an excellent way to ensure that employees have a safe and grandiose strategy for
alerting management to warning signs.
Mr. North announced to everybody who attended the conference that he will be hosting another
conference later this spring on the subject of sexual harassment. If you would like me to attend,
then I would literally need to sign up by April 1st. I would be glad to continue my research on this
important subject. Please contact me by email or phone if you have any silly or irrelevant questions
or concerns that will waste my time."

EDIT THE DOCUMENT FOR CLARITY, CONCISION, AND PROPER TONE. Tone is created
through word choice (also called diction), so if a word or sentence seems too casual, or awkward,
then replace or rewrite it.
▪ The memo is currently 617 words.
▪ You are the editor: Condense the language and material on the memo—it’s too long.
▪ Your target word count is between approximately 400 to 440 words total. Do NOT cut
significantly more than 400 words.
❖ If you submit a memo that is significantly shorter than the target word count, you will
earn a low grade.
▪ Focus on the facts and how to communicate them efficiently while still retaining the
author’s essential content and purpose.
▪ In a few instances, you may need to add a word or phrase to connect ideas or
sentences.
▪ Consider removing any details that seem irrelevant for the audience and the purpose of
the memo.

Replace words and phrases that seem too casual or inappropriate in tone.
2. ORGANIZE THE CONTENT—also called the “body”—of the memo. Use the sample memos in
Modules for guidance and inspiration. “Final Exam Part 2: Memo Samples.” Use these sample
memos to help you organize the body of your memo.

please ensure that it is 400-450 words. The subject, to, from, and date do not count towards this count