Last-Chance Agreement Anger Management
When training is written into a last-chance agreement, the documentation has to be airtight. We deliver a monitored, fully recorded remedial referral that satisfies the agreement and protects the company if the employee does not follow through.
Why the Documentation Has to Be Airtight
A last-chance agreement makes continued employment conditional on specific, verifiable steps. If the employee completes, you want a clean record of it; if they do not, you need documented non-compliance to support the decision that follows. A vague “go get some help” leaves a gap in exactly the place a dispute will target.
We close that gap: dated enrollment, weekly progress, immediate no-show and non-compliance alerts, and a completion certificate plus a lawyer-signed letter — the contemporaneous file the agreement contemplates.
Tied to the Terms You Set
Tell us what the agreement requires — the number of sessions, the timeline, the conduct at issue — and we scope the program to match, then report against it so you can see compliance in real time.
The employee gets a genuine, private opportunity to correct course; you get the record either way.
Who This Is For
Employers, HR, and counsel who have placed — or are drafting — a last-chance agreement that requires behavioral or anger management training.
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.
How It Works
Scoping Call
A brief, confidential conversation about the employee and the situation.
Confirm Fit
Written confirmation and a flat per-program quote before anyone enrolls.
One-on-One Sessions
Private, customized sessions by secure telehealth, with weekly reporting.
Documented Completion
Certificate and lawyer-signed completion letter for the file.
Frequently Asked Questions
Can you match the exact terms of our agreement?
Yes. We scope the program to the sessions, timeline, and conduct your agreement specifies, and report against those terms.
What happens if the employee does not comply?
You receive immediate non-compliance and no-show alerts, giving you documented notice to act under the agreement.
Do we get documentation for the file?
Yes — enrollment verification, weekly progress, and a completion certificate and lawyer-signed letter.
Is this confidential for the employee?
Yes. Sessions are one-on-one and private; you receive compliance reporting, not session transcripts.
Is this legal advice on the agreement itself?
No. We are not a law firm and do not advise on your agreement; we deliver and document the training it requires. Your counsel drafts the agreement.
Request a Confidential Scoping Call
Tell us a little about the situation and we’ll confirm fit and next steps — usually the same day.
Speak With Us Directly
Confidential, no obligation.
njangermgt@pm.me · Serving employers and employees in all fifty states by secure telehealth