Mandatory Remedial Referral Directory
Every mandatory remedial referral and employee behavioral-training program in one place. Search by scenario, behavior, role, or your position — and find the page built for your exact situation.
Scenario & Trigger
Told to Complete Anger Management or Be Fired?
If your employer has told you to complete anger management to keep your job, you need a program that is real, private, and documente…
Last-Chance Agreement Anger Management
When training is written into a last-chance agreement, the documentation has to be airtight
PIP-Mandated Behavioral Coaching
When a performance improvement plan calls for behavioral or anger management coaching, it needs to be a real, measurable component &…
Post-Investigation Remedial Training
When an investigation substantiates a conduct concern but termination is not the chosen outcome, the next step matters
My Manager Referred Me to Anger Management Training
If your manager or HR has referred you to anger management or behavioral training, the fastest way to put it behind you is to comple…
EEOC / Settlement-Mandated Anger Management Training
When a settlement, conciliation, or EEOC resolution requires an employee to complete anger management or behavioral training, the te…
Union Grievance Anger Management Training
In a unionized workplace, a grievance often resolves with the employee agreeing to corrective training instead of discharge
Written Warning Requiring Anger Management
A written warning that requires anger management is only meaningful if the requirement is real, tracked, and closed out
Training for an Employee Who Created a Hostile Work Environment
When one employee’s conduct has crossed into hostile-work-environment territory, company-wide training is not the answer — the…
After a Workplace Verbal Altercation
A verbal altercation or shouting incident does not have to end in termination — but it does need a response
Return-to-Work Behavioral Agreement
When an employee returns from a suspension or leave with behavioral conditions attached, the return-to-work agreement needs a real c…
The Program
Mandatory Anger Management Referral
A mandatory anger management referral is formal, manager-referred training an employer requires of a specific employee
Anti-Toxic-Workplace Behavior Program
Not every conduct problem is explosive anger
Professional Behavioral Coaching for Employees
Sometimes the right response is not discipline alone but structured coaching — a professional, one-on-one process that helps a…
Respectful-Workplace & De-escalation Training for One Employee
Company-wide respectful-workplace training teaches everyone the rules
Executive Anger Management & Behavioral Coaching
When the employee whose conduct is a problem is a senior leader, discretion is everything — and so is documentation
Conflict-Resolution Coaching for One Employee
Some conflict is mutual — and some traces back to one person who keeps ending up at the center of it
Emotional-Regulation Training for Employees
Sometimes the issue is not aggression exactly — it is an employee who cannot manage their reactions under pressure
Workplace Communication & Behavioral Training
Skilled at the job, impossible in a meeting
By Role & Industry
Disruptive Physician Behavior Program
Disruptive physician behavior is a patient-safety issue, a staffing issue, and a liability issue at once
Anger Management for a Restaurant Employee
High heat, long shifts, thin margins — restaurants run hot, and one employee who cannot keep their temper can wreck a service…
Behavioral Training for a Warehouse Employee
On a warehouse floor, a volatile employee is a safety risk as much as a morale one
Conduct Training for a Retail Employee
In retail, one employee’s behavior is your brand in that moment — and a bad temper with customers or coworkers costs sales and…
Anger Management for a Customer-Facing Employee
When the employee losing their temper is the one facing your customers, every incident is public and reputational
Conduct Training for a Remote or Hybrid Employee
Bad conduct did not disappear with the office — it moved to video calls, chat, and email
Anger Management for a Hospitality Employee
In hospitality, composure is the product
Anger Management for a Call-Center Agent
Call-center work is a pressure cooker — back-to-back difficult calls, tight metrics, constant monitoring
Behavioral Coaching for an IT or Tech Employee
The brilliant engineer who is impossible to work with is a familiar problem in tech
Behavioral Referral for a Manufacturing Employee
On a plant floor, a volatile employee is a safety liability and a morale drain at once
Behavioral Training for a Dealership Employee
A dealership runs on high-pressure sales and demanding customers — and one employee who cannot keep their composure costs deal…
Conduct Training for a Professional Driver
A professional driver represents your company on every trip — and a short temper with dispatch, customers, or the public becom…
By Persona
Mandating Remedial Training: A Guide for HR
When you mandate remedial training, you own the record
Remedial Referrals for Employment Counsel
You decide the strategy; we execute the training and generate the record
Employee Anger Management for Small Businesses
You do not have an HR department or in-house counsel — but you still have a valuable employee whose conduct is a problem
Employee Behavioral Training for Franchise Owners
Running one location or ten, a single volatile employee threatens your brand standard and your franchise agreement
Remedial Referrals for Staffing Agencies
When a client flags a placed worker’s conduct, you are caught in the middle — and the client relationship is on the line
Mandated Anger Management for a Supervisor or Manager
When the employee with a conduct problem is a supervisor or manager, the stakes are higher — their behavior sets the tone for…
Remedial Referrals for Multi-State Employers
If your workforce spans states, you do not want a different vendor and a different standard in every one
Employee Conduct Referrals for Nonprofits
Nonprofits run on mission and thin budgets — and a single toxic employee threatens both the culture and the resources you cann…
Behavior-Specific
Training for a Workplace Bully
Workplace bullying rarely announces itself — it shows up in resignations, silence in meetings, and complaints that all point t…
Training for an Employee Accused of Verbal Abuse
An accusation of verbal abuse is serious and needs a real response — not just a warning
Training for Profanity & Outbursts at Work
Swearing at coworkers, slamming things, blowing up in meetings — profanity and outbursts read as out-of-control, and they wear…
Behavioral Training for Insubordination
Persistent defiance, hostility toward supervisors, refusing direction with an attitude — insubordination erodes authority and…
Training for an Employee With an Attitude Problem
“Great at the work, terrible to work with.” When a capable employee’s attitude — negativity, disrespect, chronic f…
Training for a Passive-Aggressive Employee
Passive-aggression is the conduct problem that never quite gives you a clean incident to point to — the sighs, the stonewallin…
Behavioral Training for Workplace Gossip & Drama
Every toxic team has a hub — the employee at the center of the gossip, the cliques, the drama
Training for a Condescending, Disrespectful Employee
The employee who talks down to everyone, dismisses ideas, and treats coworkers as beneath them creates a special kind of drag
Training for an Employee Who Can’t Take Feedback
When an employee explodes, sulks, or retaliates every time they get feedback, managing them becomes impossible — and managers…
Cost & Common Questions
How Much Does Employer-Mandated Anger Management Cost?
Cost is one of the first questions on a mandated referral — and the honest answer is a flat per-program fee that depends on th…
Who Pays for Employer-Mandated Anger Management?
When an employer requires anger management, who pays is a fair and common question
How Long Does Mandated Anger Management Take?
One of the first questions on both sides of a mandated referral is simple: how long? The honest answer is that it depends on what th…
Online vs. Live Mandated Anger Management
When training is mandated, the format matters more than people expect
Group vs. One-on-One Anger Management
Anger management comes in group and one-on-one formats, and for an employer referral the difference matters
Anger Management vs. an EAP for Employers
Employers often reach for the EAP when an employee has a conduct problem — and it is usually the wrong tool
Court-Approved vs. Employer-Mandated Anger Management
“Anger management” can mean two very different things depending on who is requiring it
Does Employer-Mandated Anger Management Work?
A fair question before you invest: does mandated anger management actually work? The honest answer is that it depends on how it is d…
Can Employers Require Anger Management?
A common question from owners and managers: can you actually require an employee to do anger management? Here is a general overview…
What Employers Should Require in a Mandated Referral
If you are going to mandate training, mandate the right things
Compliance & Documentation
Training as a Condition of Continued Employment
Making training a condition of continued employment is only as strong as your ability to prove it happened
How to Document a Remedial Training Referral
A remedial referral is only as good as its documentation
When an Employee Refuses Mandated Training
A mandate the employee ignores can be as important to document as one they complete
Proof of Completion for Employers
A referral is not finished when the sessions end — it is finished when you have proof you can rely on
How to Word a Mandatory Training Requirement
The wording of a training requirement decides whether it is enforceable or empty
One Service, Every Angle
Every page in this directory is the same core service — a lawyer-founded, one-on-one mandatory remedial referral for a specific employee — framed for a different situation. Whatever brought you here, the program is built around three pillars.
Liability Protection
Concrete evidence of prompt, good-faith corrective action that strengthens the employer’s position.
Progress & Compliance
Same-day enrollment verification, weekly progress, and immediate non-compliance alerts.
Strict Documentation
A clean, contemporaneous file from referral to completion, for HR and counsel.
Frequently Asked Questions
What is a mandatory remedial referral?
It is formal, manager-referred training an employer requires of a specific employee as a condition of continued employment — anger management, anti-toxic-workplace behavior, or professional behavioral coaching — delivered one-on-one, monitored, and documented.
How do I find the right page for my situation?
Use the search box or the category filters above. Search by the scenario (last-chance, PIP, written warning), the behavior (bullying, insubordination, attitude), the role (physician, driver, call-center), or your position (HR, counsel, small business).
Do you serve employers nationwide?
Yes — all fifty states by secure, confidential telehealth.
Is this legal advice?
No. New Jersey Anger Management Group is attorney-founded but is not a law firm and does not provide legal advice. We deliver and document the training; your counsel advises on employment decisions.
How do we get started?
Call (201) 205-3201 for a brief, confidential scoping call, or use the request form on any program page. We confirm fit in writing before anyone is enrolled.
Don’t See Your Exact Situation?
Call us — we scope any referral, confidentially and with no obligation.
njangermgt@pm.me · Serving employers in all fifty states by secure telehealth