Workplace Conduct Intervention for Greater Hartford Employers
Anger management and sexual harassment / hostile-work-environment prevention — one premium, one-on-one intervention for a high-risk employee, serving Hartford and Greater Hartford by secure telehealth.
When a valued but volatile employee’s conduct starts crossing lines — aggressive outbursts, bullying, boundary-crossing behavior — HR and counsel face the same exposure under EEOC hostile-work-environment standards whether the trigger is anger or harassment. New Jersey Anger Management Group addresses both in one confidential, attorney-founded intervention: a documented, defensible, single-source response instead of coordinating multiple vendors.
Built for a Performance Improvement Plan, a last-chance agreement, or post-complaint corrective action — with same-day enrollment, weekly reporting, a behavioral summary, and an attorney-signed completion record. Discreet, one-on-one, delivered by secure telehealth, and available in English and Spanish.
Or enroll an employee directly: (201) 205-3201 • Same-day onboarding • Discreet • English & Spanish
One Root Issue, One Documented Solution
Anger and harassment look like separate problems, but in a compliance setting they share the same root: a failure of workplace conduct, emotional regulation, and boundaries. Under EEOC guidance, a hostile work environment can be created by aggressive outbursts, bullying, or harassment alike — an employee who yells and throws things can generate the same legal exposure as one who crosses personal boundaries. Addressing both together, in one intervention, is more effective and far easier to manage than juggling separate vendors.
The Hostile-Environment Link
Aggression and harassment are two faces of the same conduct problem — and the same liability — so they are addressed together.
A Single-Source Solution
One comprehensive intervention instead of coordinating separate anger and harassment vendors — the efficiency HR and counsel want.
Documentation That Protects You
If the employee improves, you kept valuable talent. If not, you have a record of prompt, good-faith corrective action counsel can rely on. We are not a law firm and cannot guarantee an outcome.
A Two-Phase, Legally-Informed Program
Emotional Regulation & Workplace Anger Management
- Identifying personal triggers, stress patterns, and the cues that precede an outburst.
- Concrete de-escalation and self-regulation techniques for the heated moment at work.
- The line between assertive, professional communication and aggressive or bullying behavior.
Boundaries, Respect & Harassment Prevention
- A clear, serious grounding in quid pro quo and hostile-work-environment standards under EEOC guidance.
- Power dynamics, implicit bias, and the real impact of boundary-crossing conduct on coworkers.
- Building genuinely respectful workplace behavior, with case studies tracing how unchecked aggression escalates into boundary violations.
Built for Greater Hartford — the Insurance & Finance Capital
Hartford is the insurance capital of the country, anchored by major insurance and financial-services headquarters and a deep base of professional and back-office employers. Around it, the healthcare systems and the aerospace and advanced-manufacturing employers of Farmington, Windsor, East Hartford, and Glastonbury round out one of New England’s largest employment markets. Greater Hartford HR and counsel handle sensitive conduct matters constantly — served discreetly by telehealth.
Built Around the Buyer
Corporate HR
Managing a PIP for a toxic-but-valuable employee, needing clean attendance tracking, completion records, and a behavioral summary for the file.
Employment Counsel
Advising a client through a sensitive harassment or workplace-hostility claim, and wanting a defensible, documented corrective step.
Small & Midsize Businesses
Without an internal HR team to handle a disruptive employee in a specialized or senior role — needing discretion, speed, and real change.
Premium — and Easy to Procure
Standard — 8 sessions
For a moderate, first-time conduct matter. One-on-one, bilingual.
Comprehensive — 12 sessions
The flagship tier for an active PIP or a documented pattern of behavior.
Executive / Intensive — 16+ sessions
Priority scheduling and heightened discretion for senior or high-value employees.
Attorney-Founded, Discreet, and Real
This is America’s only lawyer-founded and lawyer-run behavioral intervention program — founded and run by a former criminal and family attorney who understands both the behavioral work and what Connecticut HR files and employment counsel actually need. It is a genuine, one-on-one program, not an off-the-shelf webinar: private, premium, delivered by secure telehealth, evenings and weekends, and fully bilingual. We are not a Connecticut law firm and do not provide legal advice. For a sensitive matter involving a valued or senior employee, discretion and credibility are the product.
HR, legal & business owners • Or enroll an employee: (201) 205-3201 • Same-day • Confidential
What Hartford, CT HR & Counsel Ask
Does completing this program reduce our legal liability?
It can support an employer’s position that it took prompt, good-faith corrective action — documented engagement, weekly progress, and a completion record are the kind of evidence counsel points to. But we are not a law firm, we do not provide legal advice, and no program guarantees a legal or employment outcome. We provide a real, documented intervention; your counsel decides how it fits your matter.
Does this satisfy Connecticut’s mandatory sexual harassment prevention training?
No — and this matters in Connecticut. Under Connecticut’s Time’s Up Act, employers with three or more employees must provide two hours of sexual harassment prevention training to all employees, and that obligation reaches out-of-state employers with staff working in Connecticut. This program is not that mandated training and does not satisfy that requirement. It is an individualized corrective intervention for a specific employee — the remedial step mandated training does not provide — and it complements, but never replaces, your required training. Confirm your obligations with employment counsel.
Do you serve Greater Hartford — and is it confidential?
Yes. We serve employers across Greater Hartford — Hartford, West Hartford, Farmington, Windsor, Glastonbury, and beyond — by secure telehealth, so location is never a barrier. Sessions are one-on-one and discreet, and an employee consent and release governs exactly what is shared with you: attendance, engagement, and completion, and nothing you are not authorized to receive.
Is this a webinar, or a real intervention?
A real, live, one-on-one intervention run by the attorney who founded it — not a pre-recorded module the employee clicks through. The two phases are worked through with a specialist, built around the specific conduct that prompted the referral. That is what makes both the behavioral change and the documentation credible to HR and counsel.
How fast can we enroll, what do we receive, and is it easy to bring on as a vendor?
Same-day enrollment is standard. You receive an Enrollment Verification the same day, then weekly attendance and progress reports with immediate no-show alerts, and at completion a Completion Certificate, an attorney-signed Letter, and a behavioral summary for the file. We are vendor-ready: a W-9, a Certificate of Insurance, and a services agreement are available on request, with flat per-program pricing quoted on a brief scoping call.
What are the program tiers?
Three, all one-on-one and bilingual: Standard (eight sessions), Comprehensive (twelve sessions — the flagship tier for an active PIP or documented pattern), and Executive / Intensive (sixteen or more sessions, with priority scheduling and heightened discretion for senior or high-value employees). We confirm the right fit in writing before enrollment.
New Jersey Anger Management Group is a private behavioral intervention program based at 97 Newkirk Street, 2nd Floor, Jersey City, NJ 07306, serving Hartford and Greater Hartford employers by secure telehealth. We are not a law firm and do not provide legal advice; our founder is a former New Jersey attorney, and this program is not a Connecticut law firm. This program is an individualized, EEOC-informed corrective intervention for a specific employee; it is not the two-hour company-wide sexual harassment prevention training that Connecticut’s Time’s Up Act requires employers to provide, and it is not a substitute for that mandated training. The behavioral summary is an educational assessment, not a clinical diagnosis or a fitness-for-duty evaluation. Completing this program does not guarantee any legal or employment outcome; those decisions, and how any documentation is used, rest with the employer and its counsel. For legal advice about a specific matter, consult a licensed Connecticut attorney.
Related: Anger Management for Employers • How It Works