The Workplace Conduct Intervention Program
Anger management and harassment / hostile-work-environment prevention — a single, premium, one-on-one intervention for a high-risk employee.
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 assessment, and an attorney-signed completion record. Discreet, one-on-one, and available in English and Spanish.
HR, Legal & Business Owners: (929) 788-6382 • Same-day enrollment • Discreet • English & Spanish
One Root Issue, One Documented Solution
On the surface, anger management and harassment prevention look like separate buckets. 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.
The Hostile-Environment Link
Aggression and harassment are treated as two faces of the same conduct problem — and the same liability — so they are best addressed together, not in isolation.
A Single-Source Solution
One comprehensive intervention instead of coordinating separate anger and harassment vendors — the efficiency HR and counsel actually want when managing a difficult employee.
Documentation That Protects You
If the employee improves, you kept valuable talent. If they don’t and separation follows, you have a record of prompt, good-faith corrective action — the kind counsel relies 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 physical and behavioral 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 often escalates into boundary violations.
Built Around the Buyer, Not the Employee
Corporate HR
Managing a PIP for a toxic-but-valuable employee, and needing clean attendance tracking, completion certificates, and a behavioral summary for the file.
Employment Counsel
Advising a corporate 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, fast onboarding, and real behavioral change.
Documentation Built for the File
Same-Day Enrollment
An Enrollment Verification issued the same day, so a PIP or compliance clock starts immediately.
Weekly Reporting
Attendance and progress reports with prompt no-show alerts, to HR, counsel, or the employee — as you authorize.
Behavioral Summary & Completion
A completion certificate and attorney-signed letter, with a behavioral summary suitable for a People-Ops or legal file.
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 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 anywhere, evenings and weekends, and fully bilingual in English and Spanish. For a sensitive matter involving a valued or senior employee, discretion and credibility are the product.
Or enroll an employee directly: (201) 205-3201 • Same-day • Confidential
What 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 exactly the kind of evidence counsel points to. But we are not a law firm, we do not provide legal advice, and no program guarantees any legal or employment outcome. We give you a real, documented intervention; your counsel decides how it fits your matter.
Does this satisfy our state’s mandatory harassment-prevention training?
No, and we’re direct about that. Some jurisdictions — including New York State, New York City, and California — require employers to provide periodic company-wide sexual harassment prevention training. This is an individualized corrective intervention for a specific employee, not that company-wide statutory training, and it is not a substitute for it. It complements your compliance program; confirm your obligations with employment counsel.
Is it confidential and discreet?
Yes. Sessions are one-on-one by secure telehealth — no group class where a manager or executive sits among strangers, no visit to an office. Documentation goes only to the parties you authorize: HR, in-house or outside counsel, or the employee. Discretion is central to a premium intervention involving a valued or senior employee.
Is this a webinar or a real program?
A real program. It is live, one-on-one, and 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, which is what makes both the behavioral change and the documentation credible.
How fast can we enroll a problem employee, and what do we receive?
Same-day enrollment is standard. You receive an Enrollment Verification the same day, then weekly or biweekly attendance and progress reports with prompt no-show alerts, and at completion a Completion Certificate and an attorney-signed Letter, plus a behavioral summary. Either the employer or the employee can enroll and pay.
Is the program available in Spanish?
Yes, fully. The entire program is delivered one-on-one in Spanish for Spanish-dominant employees, with all documentation provided to you in English.
New Jersey Anger Management Group is a private behavioral intervention program based in Jersey City, New Jersey, serving clients nationwide by secure telehealth. We are not a law firm and do not provide legal advice. This program is an individualized, EEOC-informed corrective intervention for a specific employee; it is not company-wide statutory harassment-prevention training and is not a substitute for any training an employer is legally required to provide, including in jurisdictions such as New York State, New York City, and California. 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 attorney in your jurisdiction.
Related: Anger Management for Employers • How It Works