For a Review of the Many Applications of Our Critical Aggression Prevention System (CAPS) in Hospitals and Healthcare Facilities. Watch the Video in the Column on The Right. Make it Full Screen for the Best Review:
I imagine you know that according to OSHA there are more non-fatal assaults in hospitals and in the healthcare industry than in any other industry. I also imagine that you know that The Joint Commission has stated that “A whopping 73% of nonfatal workplace injuries and illnesses causing days of missed work in healthcare are connected to this issue of workplace violence.” They also state that, “Since incidents of workplace violence tend to be under-reported, the actual figure is probably much higher.”
Crime, violence, and assaultive behaviors are up significantly across our nation, as well as common other workplace issues of sexual harassment, bullying, abuse, discrimination, and finally distrustful behavior that negatively effects teamwork, loyalty, leadership, and retention, this is especially true with nurses.
Because of this, the Joint Commission has decided to increase their Workplace Violence Prevention Requirements in 2022! How are you going to respond to these requirements? Are you aware that there is an alternative to the current subjective-based programs that is scientifically reliable?
I would like to take this moment, not to sell you, but simply to inform you that we have a science-based solution, an evidence-based solution, a solution that will stand up to Joint Commission scrutiny, and one that works.
Our solution is founded on the same principle used by the FBI and Secret Service to prevent future violence by identifying someone on the path to violence. We call this “identifying the sequential successive precursors to violence.” The Critical Aggression Prevention System (CAPS) uses objective, measurable, precursors to prevent assaultive and violent behavior while also preventing sexual harassment, abuse, bullying, discrimination, and distrustful behavior. It does all of the above with scientific reliability, and without violating Privacy Regulations like HIPAA in hospitals and healthcare, FERPA in our schools and college campuses, and/or the Civil Rights Act of 1964.
Can You Get This Preventative Solution with Your Current Programs?
Think about this: When your current program is referred to as “Sexual Harassment Training,” doesn’t this training teach you how to identify someone already exhibiting sexual-harassing behavior?
As such, you are reacting to a victim of sexual-harassment, who will be negatively impacted for potentially a lifetime, as well as the perpetrator, whose future will also be very negatively affected.
This situation creates an incredible emotional burden on both those individuals, and negatively affects both the performance and productivity of all the employees that surround them.
As a result, there is a significant financial and human cost to all employees in your company.