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. We deliver the monitored, documented program that turns the condition from words on a warning into a defensible record.
Words vs. Proof
Writing “must complete anger management” into a warning is the easy part. The hard part — and the part that matters in a dispute — is proving the employee had a real, verifiable opportunity and either met the condition or did not. That requires a structured program with enrollment verification, progress tracking, and a completion record.
Without that, a condition is just an assertion. With it, it is documented fact.
Compliance You Can See
You receive same-day enrollment verification, weekly progress, and immediate no-show and non-compliance alerts — so at any moment you know whether the condition is being met, and you have the record to prove it either way.
Who This Is For
Employers, HR, and counsel setting completion of training as a condition of an employee keeping their job.
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
How do we prove the employee had a real opportunity?
Dated enrollment verification and a defined, monitored program establish that the opportunity was real and available.
What if they do not comply?
You receive documented non-compliance alerts, supporting whatever decision follows.
Can you match our stated requirement?
Yes — session count and timeline scoped to what you set.
Is it confidential?
Yes. You receive compliance reporting, not session content.
Is this legal advice?
No. We deliver and document the training; your counsel handles the employment decisions and language.
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