Workplace Violence Prevention Starts Here
It Starts by Stopping Workplace Violence
Staff Experiencing WPV Are More Likely to Suffer from Mental Health Issues.²
85%
60%
81%
Mitigate Workplace Violence with CrisisAlert™
CrisisAlert is a discreet, wearable duress badge for all staff. It empowers healthcare workers to feel safe by enabling them to plan for and respond faster to emergencies, anywhere on campus.
In seconds, staff can:
- Notify response teams of an issue
- Pinpoint the exact location help is needed
- Respond to de-escalate or in extreme situations, communicate a lockdown
It leverages dynamic digital mapping, real-time locating capabilities, an easy-to-use wearable duress button for healthcare workers, and a healthcare visitor management system enabling healthcare workers to plan for and respond faster to emergencies.
Why CrisisAlert?
Total Campus Coverage
From building to building, parking garages, and everywhere in between
Discreet Single-Button Badge
Allowing anyone, anywhere to call for help quickly and quietly
No Wi-Fi or Cell Service
A private network provides extensive, uninterrupted coverage
98% of users say CrisisAlert helps them feel safe and supported.
11.5K+
locations covered
375K+
alerts delivered
600K+
CrisisAlert badge users
Show your staff how much they matter by safeguarding their well-being.
Request a CrisisAlert™ demonstration today.
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2 CDC (2023, October 24). Health Workers Face a Mental Health Crisis. Centers for Disease Control and Prevention. Retrieved March 13, 2024, from https://www.cdc.gov/vitalsigns/health-worker-mental-health/index.html
3 Havaei F, Ji XR, Boamah SA. Workplace Predictors of Quality and Safe Patient Care Delivery Among Nurses Using Machine Learning Techniques. J Nurs Care Qual. 2022 Apr-Jun 01;37(2):103-109. doi: 10.1097/NCQ.0000000000000600. PMID: 34593739; PMCID: PMC8860211.
4 Somani R, Muntaner C, Hillan E, Velonis AJ, Smith P. A systematic review: effectiveness of interventions to de-escalate workplace violence against nurses in healthcare settings. Saf Health Work. 2021;12(3):289-295. doi:https://doi.org/10.1016/j.shaw.2021.04.004
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