AtlantiCare Leader Handbook

Accruals PTO: Full and part-time employees accrue Paid Time Off (PTO) – Holiday and Vacation time is considered PTO - for each hour worked. Pool employees do not accrue PTO. Employees max out accruing at 2 times their regular annual accrual amount. Balances carry over year to year. As employees hit service milestones, the rate of PTO accrual accelerates. Sick Time: Full-time employees accrue sick time for each hour worked. Part-time and pool employees do not. The state of New Jersey has a NJ Sick Leave law that allows almost all employees to accrue 1 hour of sick time for every 30 hours worked. Only under extreme or special circumstances do we allow employees’ time off balances to go into the negative. AtlantiCare encourages work/life balance so we provide PTO. When employees are sick, we highly encourage them to stay home and use their Sick Time. Leader Expectation(s): Encourage your staff to use their time. Record their time appropriately in Kronos. Manage abuse of time through the disciplinary process. NJ Earned Sick Leave New Jersey requires that ALL employees – full time, part time, and pool – earn sick time off at a rate of at least 1 hour for every 30 hours worked up to a maximum of 40 hours in a calendar year. NJ Sick Leave can be used for many reasons, including an employee’s own mental or physical illness/treatment/preventive care, to help a family member’s illness/treatment/preventive care, to attend school meetings regarding their child’s education, etc. Time can only be used in full shift increments. Employees must specify when they want to use NJ Sick Leave. This time will not count against them as an absence occurrence. AtlantiCare uses market data to set pay ranges for each position. We have a variety of market data sources to help us validate our rates. Each job has a value in the market and, therefore, at AtlantiCare, which means each job has a pay minimum and a pay maximum. Generally, employees paid towards the minimum are newer and less experienced in the role. Employees paid towards the maximum have much greater experience. New hire rates are consistently based on experience and position. As the market changes, we update the ranges for each position resulting in a “market adjustment” to their pay. Our philosophy is that we pay at the market median, which means that we match the middle of the range to the median rate in the market. We use a “pay for performance” approach to reward employees through annual merit increases based on performance results. Leader Expectation(s): Leaders are expected to understand the philosophy and be able to answer their employees’ questions regarding their pay. If there are questions regarding pay, leaders should reach out to HR directly on behalf of the employee and should not be directing the employee to HR to discuss compensation. Market Adjustments AtlantiCare reviews market data for all jobs at least 1-2 times per year. When market data indicates it is time to upgrade a position we price it out and present it to Senior Leadership for approval. Sometimes AtlantiCare must prioritize which positions can be upgraded due to costs. Employee turnover, difficulty to recruit, and current vacancy rate are some of the items that help prioritize positions to upgrade. Leader Expectation(s): Leaders should be able to comfortably discuss pay with their employees and be able to speak to the necessary steps in order to make a market adjustment analysis warranted. Oftentimes individuals share a title, which means it’s unlikely that one person can be adjusted; instead, everyone in that title would have to be considered toward the cost for that Market Adjustment. 41 Leader Expectation(s): Leaders should be familiar with how and when NJ Sick Leave can be used by referring to Policy #386. Leaders must code the time accurately in Kronos and ensure their staff do not use more than 40 hours in a calendar year. Compensation Philosophy