Irrefutable evidence that the employee poses a danger to others is information on which the employer must act immediately to protect others. However, if an employer has only reasonable suspicion, the immediate supervisor should speak with the employee and determine whether corrective or preventative action is necessary based on the anticipated possibility of harm. Both irrefutable evidence and reasonable suspicion constitute reasonable foreseeability of harm. Negligence law is based on the premise that members of society should normally behave in ways that avoid creating unreasonable risks of harm to others (Mallor, Barnes, Bowers, & Langvardt, 2013). The employer's failure to take corrective or preventative action when an employee poses a danger to others may create a breach of duty and could result in a