How Our Program Works — Step by Step
No mystery, no vague promises. Here is exactly what happens from the first phone call to the lawyer-signed completion letter — so you know precisely what you are buying and what your file will contain.
Step 1 — The Confidential Scoping Call
Everything begins with a brief, confidential conversation. You tell us what happened, who the employee is, and what outcome you need — whether that is a mandated referral as a condition of continued employment or proactive development for someone worth investing in.
We listen first. We are not trying to sell you the longest program; we are trying to understand the situation well enough to recommend the right one. There is no charge and no obligation for this call.
Step 2 — Confirming Fit and Scope
If we are a fit, we confirm the scope in writing: the recommended tier and session count, the conduct focus, the timeline, and a single flat program fee. If we are not the right resource for the situation, we will tell you that plainly.
You receive a clear written summary before anything begins, so there are no surprises for you, for the employee, or for anyone who later reviews the file.
Step 3 — Intake and Baseline Assessment
The employee completes a structured intake and baseline assessment. This establishes a starting point, surfaces the specific patterns driving the conduct, and lets us tailor the curriculum to the real problem rather than a generic script.
The baseline matters for another reason: it is what allows genuine progress to be shown later, rather than simply asserted.
Step 4 — Enrollment and Same-Day Verification
Once the employee enrolls, we issue a dated enrollment confirmation on letterhead — typically the same day. This is the document HR or counsel forwards to prove the employee acted on the requirement.
From this point forward, the engagement generates a continuous paper trail without any extra effort on your part.
Step 5 — One-on-One Sessions
The employee works privately, one-on-one, by secure telehealth, through a curriculum matched to the conduct at issue — emotional regulation, professional communication, conflict, and workplace respect. Sessions are never generic group webinars.
Session length and cadence are set to fit the situation and any deadline. The content of sessions stays confidential; what the employer receives is participation and compliance information, which is the line that keeps the program credible.
Step 6 — Progress Monitoring and Reporting
Throughout the program, you receive regular progress reporting: attendance, participation, and engagement measured against the baseline. You are never left wondering whether the condition you set is actually being met.
This ongoing visibility is one of the main reasons employers choose a monitored program over simply handing someone a link to a self-paced online course.
Step 7 — Handling Non-Compliance
If the employee misses sessions, stalls, or disengages, you are alerted immediately — in writing, dated. You decide what to do with that information, but you will always have it in time to act.
For a referral that is a condition of continued employment, this is the single most important safeguard: you are never the last to know.
Step 8 — Completion and Documentation
On successful completion, the employee receives a certificate, and the employer receives a lawyer-signed completion letter for the file. Together with the enrollment confirmation and progress record, this closes a clean, defensible chain from referral to completion.
That documented chain is the product. The behavior change is the goal; the record is what protects the company regardless of what happens next.
Built Around Three Pillars
Because a mandated referral carries real legal weight, every engagement is built around the three things that protect the company.
Liability Protection
A formal, individualized remedial referral is concrete evidence of prompt, good-faith corrective action — the reasonable care that strengthens the employer’s position if the matter is ever challenged.
Progress & Compliance
Same-day enrollment verification, weekly progress reports, and immediate no-show and non-compliance alerts — so you always know whether the employee is meeting the condition you set.
Strict Documentation
Enrollment, participation, progress, a completion certificate, and a lawyer-signed completion letter — a clean, contemporaneous file from referral to completion.
Request a Scoping Call
Tell us a little about the situation and we’ll confirm fit and next steps — usually the same day.
Frequently Asked Questions
How long does the whole process take?
From scoping call to enrollment can happen within days. The program length itself depends on the tier — commonly eight to sixteen sessions — with cadence set to fit your timeline, including compressed schedules when a deadline requires it.
What does the employer actually receive?
A dated enrollment confirmation, ongoing progress reports, immediate non-compliance alerts, and a lawyer-signed completion letter — a continuous documented record from start to finish.
Do you share what the employee says in sessions?
No. Session content is confidential. The employer receives participation and compliance information, not clinical detail. That separation is what keeps the program credible and appropriate.
Is this the same as harassment-prevention training?
No. This is an individualized, education-based corrective program for a specific person. It is not the company-wide statutory harassment-prevention training some jurisdictions require, and does not replace it.
What if the employee refuses or does not comply?
You are alerted immediately and in writing, so you can make an informed decision. We document the referral, the enrollment status, and any non-compliance for your record.
Start With a Scoping Call
A brief, confidential conversation — no obligation.
njangermgt@pm.me · Serving employers nationwide by secure telehealth