HR Team Member Handbook 2025

Team Member Handbook The Team Member’s Guide to Excellence

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Table of Contents

AtlantiCare Team Members Handbook About the AtlantiCare Employee Handbook - Page 4 Welcome from Michael Charlton, President & CEO – Page 5 AtlantiCare’s Mission, Vision, and Values – Page 6 VISION2030 – Page 6 2025 Organizational Goal - Page 7 What’s My Why – Page 8 The AtlantiCare Experience – Page 8/9

Guidelines Equal Employment Opportunity – Page 10 Corporate Compliance Program – Page 10 Deficit Reduction Act – Page 10

Federal False Claims Act and Regulations – Page 11 Program Fraud Civil Remedies Act of 1986 – Page 12 NJ False Claims Regulations – Page 13 NJ Medical Assistance and Health Services Act – Page 13 NJ Health Care Claims Fraud Act – Page 14 Conscientious Employee Protection Act – Page 15 False Claims Regulation Listing – Page 16 AtlantiCare’s False Claim Compliance – Page 16 Compliance Line – Page 17 Code of Ethics/Conflict of Interest – Page 17 Fitness for Duty / Americans with Disabilities Act (ADA) – Page 18 Solicitation and Distribution of Literature – Page 18

Off Duty Presence on Premises – Page 18 Harassment-Free Workplace – Page 18 Drug and Alcohol-Free Workplace – Page 19

Access and Confidentiality of Employment Files – Page 19 Reallocation and Inter-Campus Use of Staff – Page 19 Coaching, Counseling, and Discipline – Page 20

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Redeployment – Page 21 Staff Requests – Page 21

Employment

Employment Status – Page 21 Physical Examination / Drug Screening – Page 21 Orientation Program – Page 22 Licensure and Registration (EWR) – Page 22 Staff Planning – Page 22

Staffing Schedules – Page 22 Identification Badges – Page 23 Preliminary Evaluation – Page 23

Employment (Continued)

Primary Employer – Page 23 Service – Page 23 Hours of Work – Page 24

Job Postings and Transfers – Page 24 Temporary Employment – Page 24 Grant Applications and Employment – Page 25

Separation

Resignation – Page 25 Exit Interview – Page 25 References – Page 26

Communication E-Mail – Access and Disclosure – Page 26

Confidentiality Management of Information / HIPAA – Page 27 Use of Social Media – Page 28 Media Inquiries / AtlantiCare Publicity – Page 28 Bulletin Boards / Communication – Page 28 Telephones – Page 29 Handling of Employee Concerns / Issue Resolution – Page 29

Benefits Employee Assistance Program (EAP) – Page 29 Bereavement Time – Page 30 Family / Medical / Personal Leave – Page 30 Jury Duty / Court Appearance – Page 31 Military Leave – Page 31 Travel Reimbursement – Page 31 Employee Recognition Awards – Page 32 Parking – Page 32 Attendance – Pages 32 Leave Procedures – Page 33

Sick Leave – Page 34 Holidays – Page 34 Workers’ Compensation / Accidents on the Job – Pages 34 Transitional / Modified Duty Program – Page 36

Compensation Exemption Status and Overtime Pay – Page 36 Scheduled Call – Page 36 Paycheck Notification – Page 36 Payroll Deductions / Garnishments – Page 37 Wage and Salary Administration – Page 37

Performance Assessment and Evaluation Performance Assessment and Evaluation – Page 38

Education Continuing and Annual Education – Page 38

Educational Leave – Page 38 Preceptor Program – Page 38

Miscellaneous

Severe Weather Conditions – Page 38 AtlantiCare-Owned Vehicles – Telematics – Page 39 Mobile Device Usage – Page 39

Lockers – Page 39 Smoking – Page 39 Political Activities – Page 40 Volunteers – Page 40 Package Pass – Page 40 Emergency Numbers and Codes – Page 40

Management Rights – Page 40 Safety Management – Page 41

Index

Index – Page 39

About the AtlantiCare Handbook

THIS HANDBOOK IS NOT AN EMPLOYMENT CONTRACT, AND NO EMPLOYEE HAS ANY CONTRACTUAL RIGHT TO THE MATTERS SET FORTH IN IT. YOUR EMPLOYMENT WITH ATLANTICARE IS ON AT WILL BASIS, WHICH MEANS THAT YOU MAY TERMINATE YOUR EMPLOYMENT WITH ATLANTICARE AT ANY TIME, WITH OR WITHOUT NOTICE, FOR ANY OR NO CAUSE, AND ATLANTICARE MAY TERMINATE YOUR EMPLOYMENT AT ANY TIME, WITH OR WITHOUT NOTICE, FOR ANY OR NO CAUSE. The handbook is not meant to be all-inclusive but is provided as general information. AtlantiCare reserves the right to modify, amend, or remove any provisions of the handbook and any of its other policies, at any time with or without notice.

Equal Employment Opportunity AtlantiCare is an equal opportunity employer. It is our policy and practice that all persons be treated without regard to protected classes under New Jersey and/or federal law, which include race, skin color, religion, gender, pregnancy, national origin, nationality, mental or physical disability, perceived disability, age, creed, ancestry, marital status, domestic partnership or civil union status, actual or perceived affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, military service, or AIDS and HIV related illnesses. The foregoing are sometimes referred to as “legally protected classifications.” This policy of non-discrimination applies to all privileges and conditions of employment including recruitment, hiring, promotion, renewal of employment, rate of compensation, selection for training of apprenticeship, demotion, layoff, transfer, discharge, discipline, tenure or terms. See Policy 375 Equal Employment Opportunity, Non-Discrimination and Code of Conduct. Corporate Compliance Program AtlantiCare Health System and its member organizations are dedicated to maintaining excellence and integrity in all aspects of their operations and business conduct. Accordingly, AtlantiCare Health System entities strive to be fully compliant with all of the complex rules and regulations governing the healthcare industry and its business affairs. The Corporate Compliance Program was developed as an extension of this commitment. 7 It is the personal responsibility of all who are associated with AtlantiCare Health System including its employees and vendors/contractors to honor this commitment in accordance with the policies, procedures, and standards developed by AtlantiCare Health System in connection with its Corporate Compliance Program. As an employee of AtlantiCare Health System, we would like to alert you to some pertinent compliance issues that pertain to our employees, vendors, contractors, and consultants. Deficit Reduction Act On February 8, 2006, the Deficit Reduction Act was signed into law by President Bush in an attempt to drastically reduce the national deficit. One way the Deficit Reduction Act seeks to reduce the deficit is through increased emphasis on detecting and preventing fraud, waste, and abuse within the states’ Medicaid Programs. In order to increase awareness of the laws regarding false claims under the Medicaid program, Section 6032 of the Deficit Reduction Act requires entities that receive or pay annual Medicaid payments of $5 million or more, such as AtlantiCare Health System, to establish new written policies for all their employees, and the employees of their contractors and agents, which provide:

Information regarding the federal False Claims Act The administrative remedies for false claims and statements Any state law with civil or criminal penalties for false claims or statements The whistleblower protections under such laws

Under Section 6032 of the Deficit Reduction Act of 2005 (DRA), codified at 42 U.S.C. §1396a (a) (68), AtlantiCare Health System entities shall follow federal and state laws, pertaining to civil or criminal penalties for false claims and statements, and whistleblower protections under such laws, with respect to the role of such laws in preventing and detecting fraud, waste, and abuse in Federal health care programs. Please refer to AtlantiCare Policy 3119 – Education Concerning False Claims Liability, Anti-Retaliation Protections, and Detecting and Responding to Fraud for further guidance. Federal False Claims Act and Regulations It is also the policy of AtlantiCare Health System to obey all federal and state laws and implement and enforce procedures to detect and prevent fraud, waste, and abuse as it relates to payments to AtlantiCare Health System entities from federal and state healthcare programs, and to provide protections for those who report actual or suspected wrong doing. One of the primary purposes of false claims laws is to combat fraud and abuse in government healthcare programs. False claims laws do this by making it possible for the government to bring civil actions to recover damages and penalties when healthcare providers submit false claims. These laws often permit qui tam suits as well, which are lawsuits brought by lay people, typically employees or former employees of healthcare facilities, that submit false claims. The following information is being provided for reference purposes. Refer to actual statute for complete requirements. The False Claims Act is a federal law which imposes civil liability on organizations and individuals for knowingly submitting to the federal government as false or fraudulent and individuals for knowingly submitting to the federal government a false or fraudulent claim for payment. It applies to all federal programs, from military procurement contracts to welfare benefits to health care costs. The False Claims Act prohibits, among other things: Knowingly presenting or causing to be presented to the federal government a false or fraudulent claim for payment approval ; Knowingly making or using, or causing to be made or used, a false record or statement in order to have a false claim paid or approved by the government ; Conspiring to defraud the government by getting a false or fraudulent claim allowed or paid ; and Knowingly making or using, or causing to be made or used, a false record or statement to conceal, avoid, or decrease an obligation to pay or transmit money or property to the government. A person or entity found liable under the Civil False Claims Act is subject to a civil money penalty of between $5,500 and $11,000 plus three times the amount of damages that the government sustained because of the illegal act. In health care cases, the amount of damages sustained is the amount paid for each false claim that is filed. A person or entity found liable under the Federal False Claims Act is subject to a civil money penalty of between $5,500 and $11,000 plus three times the amount of damages that the government sustained because of the illegal act. In health care cases, the amount of damages sustained is the amount paid for each false claim that is filed. The amount of the false claims penalty is periodically adjusted for inflation in accordance with a Federal formula. Civil False Claims Act; 31 U.S.C. Sections 3729 – 3733

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If you report fraud, waste or abuse, you are protected as a “whistleblower” under a state law from any punishment or other retaliation. This state law is known as the “Conscientious Employee Protection Act”. If you are a “whistleblower” you can file a lawsuit called a “qui tam action” in federal court under the Federal False Claims Act. This law also protects you from punishment or other retaliation, and if you are successful, you might get a share of the recovery. In addition to reporting a violation within AtlantiCare, anyone may bring a qui tam action under the Federal False Claims Act in the name of the United States in Federal Court. The case is initiated by filing the complaint and all available material evidence under seal with 9 the Federal Court. The complaint remains under seal for at least 60 days and will not be served on the defendant. During this time, the government investigates the complaint. The government may, and often does, obtain additional investigation time by showing good cause. After expiration of the review and investigation period, the government may elect to pursue the case in its own name or decide not to pursue the case. If the government decides not to pursue the case, the person who filed the action has the right to continue with the case on his or her own. If the government proceeds with the case, the person who filed the action will receive between 15 percent and 25 percent of any recovery, depending upon the contribution of that person to the prosecution of the case. If the government does not proceed with the case, the person who filed the action will be entitled to between 25 percent and 30 percent of any recovery, plus reasonable expenses, attorneys’ fees and costs. Anyone initiating a qui tam case may not be discriminated or retaliated against in any manner by their employer. The employee is authorized under the False Claims Act to initiate court proceedings to make themselves whole for any job-related losses resulting from any such discrimination or retaliation.

Program Fraud Civil Remedies Act of 1986

Civil False Claims Act; 31 U.S.C. Sections 3801 – 3812

A similar federal law is the Program Fraud Civil Remedies Act of 1986 (PFCRA). PFCRA authorizes the federal agencies such as the Department of Health and Human Services to investigate and assess penalties for the submission of false claims to the agency. The conduct prohibited by the PFCRA is similar to that prohibited by the False Claims Act. It provides administrative remedies for knowingly submitting false claims and statements. PFCRA authorizes the federal agencies such as the Department of Health and Human Services to investigate and assess penalties for the submission of false claims to the agency. The conduct prohibited by the PFCRA is similar to that prohibited by the False Claims Act. Current civil penalties are $5,000 for each false claim or statement, and an assessment in lieu of damages sustained by the federal government of up to double damages for each false claim for which the government makes a payment. The amount of the false claims penalty is to be adjusted periodically for inflation in accordance with a federal formula.

NJ False Claims Regulations T he state of New Jersey has also adopted false claims acts and statues. The New Jersey False Claims Act, P.L. 2007, Chapter 265, enacted January 13, 2008 specifically contains qui tam and whistleblower provisions similar to those found in the Federal False Claims Act. The New Jersey False Claims Act prohibits among other things: Knowingly present or cause to be presented to an employee, officer, or agent of the State, or to any contractor, grantee, or other recipient of State funds, a false or fraudulent claim for payment or approval; Knowingly makes, uses, or causes to be made or used a false record or statement to get a false or fraudulent claim allowed or paid by the State; Conspires to defraud the State by getting a false or fraudulent claim allowed or paid by the State; Has possession, custody, or control of public property or money used or to be used by the State and knowingly delivers or causes to be delivered less property than the amount for which the person receives a certificate or receipt; Is authorized to make or deliver a document certifying receipt of property used or to be used by the State and, intending to defraud the entity, makes or delivers a receipt without completely knowing that the information on the receipt is true; Knowingly buys, or receives as a pledge of an obligation or debt, public property from any person who lawfully may not sell or pledge the property; or Knowingly makes, uses, or causes to be made or used a false record or statement to conceal, avoid, or decrease an obligation to pay or transmit money or property to the State Violation of this Act is a criminal offense punishable by substantial fines and imprisonment. Additionally, violators of the Act may be liable for payment of full restitution to the State plus interest and expenses. Additionally, violators may also be charged with health care claims fraud

NJ Medical Assistance and Health Services Act

Codified at N.J.S.A. § 30:4D-17(a)-(d)

Under the criminal provisions of the New Jersey Medical Assistance and Health Services Act (MASHA) participants in the NJEIS shall refrain from engaging in fraud or other criminal violations, relating to Title XIX (Medicaid) – funded programs. Prohibited conduct includes, but is not limited to: (a) fraudulent receipt of payments or benefits; (b) false claims, statements or omissions, or conversion of benefits or payments; (c) kickbacks, rebates, bribes; and (d) false statements or representations about conditions or operations of an institution or facility to qualify payments. Participants engaging in criminal violations may be excluded from participation in Medicaid and other health care programs under N.J.S.A. § 30:4D-17.1(a).

Under civil provisions of the MASHA, codified at N.J.S.A. § 30:4D-7(h) and 30:4D-17(e)- (i), participants: (1) shall repay with interest any amounts received as a result of unintentional violations; and (2) are liable to pay up to triple damages and (as a result of the New Jersey False Claims Act) between $5,500 and $11,000 per false claim when violations of the Medicaid statute are intentional, or when there is a violation of the New Jersey False Claims Act. Participants engaging in civil violations may be excluded from participation in Medicaid and other health care programs under N.J.S.A. § 30:4D-17.1(a).

NJ Health Care Claims Fraud Act

New Jersey Code of Criminal Justice Title 2C:21-4.2

On January 15, 1998, the new crime of “health care claims fraud” was established under the New Jersey Health Care Claims Fraud Act. This act provides for criminal penalties for health care fraud to programs funded in whole or in part by New Jersey state funds. The NJ Health Care Claims Fraud Act is intended to enable more effective criminal prosecution of individuals who knowingly or recklessly submit false or fraudulent claims for payment of health care services. Health care claims fraud under this act is defined as making, or causing to be made, a false, fictitious, fraudulent, or misleading statement of material fact in, or omitting a material fact from, or causing a material fact to be omitted from, any record, bill, claim or other document, in writing, electronically or in any other form, that a person attempts to submit, submits, causes to be submitted or attempts to cause to be submitted for payment or reimbursement for health care services.

New Jersey Medicaid Program Integrity and Protection Act

Codified at N.J.S.A. § 30:4D-53 through 64

Participants shall refrain from engaging in fraud or other criminal violations relating to Title XIX Medicaid-funded programs. Prohibited conduct includes, but is not limited to (a) fraudulent receipt of payments or benefits; (b) false claims, statements or omissions, or conversion of benefits or payments; (c) kickbacks, rebates, and bribes; and (d) false statements or representations about conditions or operations of an institution or facility to qualify for payments. Participants engaging in criminal violations may be excluded from participation in Medicaid and other health care programs under N.J.S.A. § 30:4D 57.

Federal Anti-Kickback Statute

Codified at 42 U.S.C. § 1320: a-7b

It is illegal to knowingly and willfully solicit or receive anything of value directly or indirectly, overtly, or covertly, in cash or in kind, in return for referring an individual or ordering or arranging for any good or service for which payment may be made in whole or part under a federal health care program. Protection For Whistleblowers: The Federal False Claims Act permits a person with knowledge of fraud against the United States Government to file a lawsuit on behalf of the government against a business that committed the fraud, known as a qui tam action or whistleblower. Anyone initiating a qui tam case may not be discriminated or retaliated against in any manner by their employer. The employee is authorized under the Federal False Claims Act to initiate court proceedings to make themselves whole for any job related losses resulting from any such discrimination or retaliation.

Conscientious Employee Protection Act N ew Jersey law (Conscientious Employee Protection Act) Codified at N.J.S.A. § 34:19-1, et seq., also prohibits an employer from taking any action against an employee because the employee does any of the following: Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy or practice of the employer or another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of a law, or a rule or regulation issued under the law, or, in the case of an employee who is a licensed or certified health care professional, reasonably believes constitutes improper quality of patient care; Provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any violation of law, or a rule or regulation issued under the law by the employer or another employer, with whom there is a business relationship, or, in the case of an employee who is licensed or certified health care professional, provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into quality of patient care; or Provides information involving deception of, or misrepresentation to, any shareholder, investor, client, patient, customer, employee, former employee, retiree, or pensioner of the employer or any government agency. Provides information regarding any perceived criminal or fraudulent activity, policy, or practice of deception or misrepresentation which the employee reasonably believes may defraud any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner of the employer or any government entity. Objects to, or refuses to participate in, any activity, policy or practice which the employee reasonably believes: 1. Is a violation of a law, or a rule or regulation issued under the law or, if the employee is a licensed or certified health care professional, constitutes improper quality of patient care; 2.Is fraudulent or criminal; or 3.Is incompatible with a clear mandate of public policy concerning the public health, safety or welfare or protection of the environment. N.J.S.A. 34:19- 3. The protection against retaliation, when a disclosure is made to a public body, does not apply unless the employee has brought the activity, policy or practice to the attention of a supervisor of the employee by written notice and given the employer reasonable opportunity to correct the activity, policy or practice. However, disclosure is not required where the employee reasonably believes that the activity, policy or practice is known to one or more supervisors of the employer or where the employee fears physical harm as a result of the disclosure, provided in the situation is emergency in nature. Upon violation of the CEPA provisions, an aggrieved and/or former employee may within, one year, bring suit in any court with jurisdiction. All remedies available in common law tort actions shall be available to prevailing plaintiffs, in addition to any legal or equitable relief provided by CEPA or any other applicable law Where appropriate, the court shall order: An injunction to restrain any CEPA violation which is occurring at the time that the court issues its order; The reinstatement of the employee to the same, or an equivalent, position; The reinstatement of full fringe benefit and seniority rights Compensation for all lost wages, benefits and other remuneration; and Payment by the employer for all reasonable costs and attorney’s fees incurred by the employee. Additionally, a court or jury may order: The imposition of a civil fine up to $10,000 for the first violation and up to $20,000 for each subsequent violation; Punitive damages; or both a fine and punitive damages.

False Claims Regulation Listing The Federal False Claims Act and additional statutes, including New Jersey false claims laws, collectively address fraud and abuse. Below is a listing of applicable Federal and State Statutes related to Section 6032 of the Deficit Reduction Act of 2005.

Federal False Claims Act, 31 U.S.C. § 3729 – 3733

Federal Program Fraud Civil Remedies Act, 31 U.S.C. § 3801 – 3812

New Jersey Medical Assistance and Health Services Act – Criminal Penalties, N.J.S.A. 30:4D-17(a) – (d)

New Jersey Medical Assistance and Health Services Act- Civil Remedies, N.J.S.A. 30:4D 7.h.; N.J.S.A. 30:4D-17(e) – (i); N.J.S.A. 30:4D-17.1.a.

Health Care Claims Fraud Act, N.J.S.A. 2C:21-4.2 and 4.3: N.J.S. 2C:51-5

Conscientious Employee Protection Act, N.J.S.A. 34:19-1 et seq.

New Jersey False Claims Act, P.L. 2007, Chapter 265, enacted January 13, 2008, and effective 60 days after enactment, adding N.J.S.A. 2A:32C-1 to 2A:32C-17, and amending N.J.S.A. 30:4D-17(e)

Federal Anti-Kickback Statute, 42 U.S.C. § 1320: a-7b

AtlantiCare’s False Claim Compliance

AtlantiCare Health System has a Corporate Compliance Officer who has been designated to answer any questions or provide information regarding your rights and responsibilities under this act and the Federal and State Statutes referenced above. Any questions may also be addressed by calling via the Compliance Line at (609) 407-7788. AtlantiCare Health System and its member organizations take issues regarding false claims and fraud seriously. Accordingly, AtlantiCare Health System encourages all employees, management, as well as its vendors, contractors, consultants, and its agents to be aware of the laws regarding fraud and abuse and false claims and to identify and resolve any issues immediately. Issues are resolved most quickly and most effectively when given prompt attention. AtlantiCare Health System encourages its employees and vendors/contractors to report concerns to their supervisor or to the Corporate Compliance Officer directly at (609) 272- 6649. Additionally, AtlantiCare employees, vendors, contractors, consultants who wish to report evidence of fraud, waste, and abuse anonymously and confidentially can also do so by submitting his/her concerns by calling the Compliance Line at (609) 407- 7788 or internally at 3-7788.

AtlantiCare Health System encourages its employees and vendors/contractors to report concerns to their supervisor or to the Corporate Compliance Officer directly at (609) 272- 6649. Additionally, AtlantiCare employees, vendors, contractors, consultants who wish to report evidence of fraud, waste, and abuse anonymously and confidentially can also do so by submitting his/her concerns by calling the Compliance Line at (609) 407- 7788 or internally at 3-7788.

Other Significant AtlantiCare Compliance Related Policies

AtlantiCare Health System and its member organizations are dedicated to maintaining excellence and integrity in all aspects of their operations and business conduct. AtlantiCare Health System expects its employees to be fully compliant with following AtlantiCare policies:

Policy # 4231 Guidelines for Employee Acceptance of Gifts, Meals, & Entertainment Policy # 403 Code of Business Ethics and Corporate Compliance

Any questions related to these policies or other compliance related matters may be addressed by calling the Corporate Compliance Officer, the Compliance Line or the Legal Department.

Compliance Line To confidentially and/or anonymously share, any questions or concerns you may have under AtlantiCare’s Compliance Program, call the Compliance Line or write to the address below. The Compliance Line is monitored solely by a third-party vendor who ensures that issues raised are addressed and that those seeking anonymity have it. You are not required to disclose your name or any other information which may identify you when you use the Compliance Lined matters may be addressed by calling the Corporate Compliance Officer, the Compliance Line or the Legal Department.

Compliance Phone Line 407-7788 (external) or 4-7788 (internal)

You may also mail us at: 2500 English Creek Ave., Bldg. 500 Egg Harbor Township, NJ 08234 Attn: Office of the President Confidential: Corporate Compliance

Code of Ethics/Conflict of Interest All persons associated with AtlantiCare have a responsibility to act in ways that merit trust and confidence of peers, as well as the general public. Personnel are charged with the responsibility to exercise care to avoid or prevent conduct that might reasonably appear to be in conflict with the best interest of AtlantiCare, its patients and staff. If you have any questions about an existing conflict or potential conflict, you are advised to consult with your Senior Management Representative, or to contact the Corporate Compliance Department, the Compliance Line or the Legal Department. See Policy #403, Code of Business Ethics and Corporate Compliance.

Fitness for Duty / Americans with Disabilities Act (ADA) ADA is a civil rights law that protects individuals with disabilities. If you have a disability, it is your responsibility to notify human resources or management and they will work with you to determine if we can reasonably accommodate any restrictions you may have. See Policy 9-430, Americans With Disabilities Act. Solicitation and Distribution of Literature Unauthorized solicitation or distribution of literature or placing of literature or handbills in or on automobiles is strictly prohibited. Anyone wishing to post material must seek approval from the Human Resources Department. See Policy #414, Solicitation and Distribution of Literature.

Off Duty Presence on Premises Employees should not be on premises except during work hours or when on official AtlantiCare business, attending an authorized function, seeking medical treatment, or visiting with a personal friend/relative who is a current patient. Employee behavior must comply with AtlantiCare’s Mission, Vision, and Values whether on or off duty while on property. See Policy #414, Off Duty Presence on Premises.

Harassment-Free Workplace AtlantiCare is firmly committed to maintaining a working environment that is free from all forms of sexual and other workplace harassment. AtlantiCare prohibits harassment and will not tolerate any form of harassment that interferes with an individual’s work or performance or creates an intimidating, hostile, or offensive working environment. AtlantiCare’s policy is a high standard that prohibits conduct that may not rise to the level of unlawful harassment.

It is the responsibility of all employees to assist AtlantiCare in providing a working environment that is free from harassment at all times by not engaging in harassing behavior and by promptly reporting incidents of such behavior.

An employee may report sexual or workplace harassment to his or her manager, to another member of management the employee is comfortable approaching, to the Director of Human Resources; or the employee may make a report through the Compliance Line or Employee Voice. Reports to the Compliance Line and Employee Voice may be made anonymously. Employees are encouraged to report any allegations of harassment promptly. Any employee who in good faith reports allegations of harassment will be protected from any form of retaliation. See Policy #406, Harassment Free Workplace.

Drug and Alcohol-Free Workplace AtlantiCare has a vital interest in ensuring a safe, healthful and drug/alcohol-free working environment for our employees as well as the people we serve. The possession, use, transfer, sale, manufacture, distribution, dispensation or purchase of illegal drugs is prohibited. You are required to notify the Human Resources department of any arrest or conviction under a criminal drug statute no later than 5 days after the conviction or arrest. The use, misuse or abuse of prescription or over the counter drugs or alcohol where such use impairs the employee’s ability to safely perform their job or may adversely affect the safety of anyone or reporting to work with an odor of alcohol on breath or clothes is prohibited. Violations will result in discipline up to and including immediate discharge. See Policy #415, Drug and Alcohol Free Workplace.

Employees suffering from drug dependency are encouraged to seek medical treatment and rehabilitation through the AtlantiCare’s Employee Assistance Program

Access and Confidentiality of Employment Files

The Human Resource Department maintains a confidential personnel file on each employee. Active employees may request to review their individual file, with the exception of pre-employment information, by submitting a written request to Human Resources. See Policy #417, Access and Confidentiality of HR Employee Files. Note: Medical Staff files are not considered to be employment files.

Reallocation and Inter-Campus Use of Staff

To meet AtlantiCare’s needs, all employees may be required to accept work assignments outside their usual job, department and location as swings in census levels fluctuate, in accordance with business needs or as the department’s scope of responsibility is altered. Employees may be asked to work at another location on an extended basis. See Policy #1027, Staffing Adjustments.

Coaching, Counseling, and Discipline

Coaching for success is an on-going process intended to support and teach. Occasionally, problems arise that require corrective measures.

The steps taken to correct performance or behavioral problems include coaching for improvement, counseling and discipline. If the problem continues, discharge may be the only alternative. The action taken by AtlantiCare depends upon many factors including, but not limited to the nature of the problem, circumstances, the individual’s overall record and how the problem affects patient care, patient/staff/customer safety, and the work environment. Some violations/infractions are clearly injurious to our patients and staff and result in immediate suspension or discharge. Examples: Violation of patient rights and/or applicable law or Joint Commission standards; Misconduct related to patients, employees and/or customers, including mental or physical abuse, inconsiderate treatment or neglect; Misuse of or disclosing confidential information to unauthorized persons; Falsifying official records; willful destruction of work related documents; Insubordination, including deliberate refusal or failure to perform work assigned by management; Intentional or reckless disregard for safety; Stealing or engaging in other criminal conduct; Willful destruction of property; Smoking in violation of AtlantiCare’s Smoking Policy (Policy # 3050); Physical fighting or disorderly conduct; Possession or use of illegal drugs or controlled dangerous substances; inappropriate use of prescription drugs that results impacting job performance; reporting for work in unfit condition as determined by management; Use of or possession of liquor on premises; reporting to work in an intoxicated condition; Sleeping on the job; Lying and/or misrepresenting information; Violation of AtlantiCare’s Electronic Mail and Electronic Communications Systems Acceptance or solicitation of cash gratuities or gifts in violation of AtlantiCare’s Code of Business Ethics and Corporate Compliance Policy (Policy # 403);

Possession of weapons, firearms or explosives on the premises; Failure to maintain a current required professional license; or Violation of AtlantiCare’s Harassment Free Workplace Policy (Policy # 409)

The above list is not intended to be all inclusive. Nothing in this section limits the rights of management to take appropriate disciplinary action including termination of an employee for any reason at any time. Employees who are discharged may be eligible to utilize the Issue Resolution Process. See Policy #406, Employee Coaching, Counseling and Discipline and Policy #3940 Issue Resolution Process.

Redeployment

As business conditions change, it may become necessary to adjust our workforce. The steps we take in this procedure are meant to: Provide continuity of quality patient care Value seniority and competency Minimize disruption of the workforce Support cross training to help employees meet changing business needs Improve workforce job security See Policy #1204, Redeployment and Reduction in the Workforce

Employment Status Full-Time Employee - Regularly employed for 36 or more hours per week. (Normally 36, (3) 12's 37.5, or 40 hours) Part-Time Employee - Regularly employed for less than 36 hours a week, or less than full time hours of Business Units Temporary Employee - Employed for a specific term, not to exceed six (6) months, as either full time or part time. Temporary status will, in most cases, end without advance notice to the employee and is a non-benefited position. Pool/Per Diem - Employees who work on an “as needed” basis. Per diem employees may be required to give an availability of a minimum number of days as determined by the department or business unit. Supplemental Staff (nursing department only) - Supplemental staff includes: 1) Benefited Float Staff; 2) Flexible Staff; 3) Per Diem. These positions have required work 19 commitments that vary. Employees may be assigned to specific department or may report to the Nursing Resource Office for their work assignment. Staff Requests AtlantiCare provides a process for an employee to request not to participate in patient care based on a religious, cultural or ethical belief while ensuring the patient’s care is not jeopardized. We attempt to make reasonable accommodations for all justified employee requests; however, granting the request may result in requiring the employee to transfer to another work area if available. See Policy #1209, Staff Requests.

Physical Examination / Drug Screening

As a condition of employment, all newly hired employees must complete a post offer physical exam prior to starting work that includes a drug screen and screening (PPD) for Tuberculosis. Employees who previously tested positive for Tuberculosis will be required to have a chest x-ray. There is an annual requirement for a PPD screening for positions in direct patient care (see your manager for details). f AtlantiCare has a reasonable suspicion that an employee is under the influence at work, AtlantiCare may offer the employee a for cause drug screening. Employee health records are confidential and the property of AtlantiCare. Orientation Program All new employees, students, volunteers and contracted personnel attend an orientation designed to meet key leaders of AtlantiCare and begin learning about our culture, values and practices. Your supervisor will provide an additional job and department-specific orientation and review your role description and evaluation tool. See Policy #1005, Organizational and Department/Job-Specific Orientation.

Licensure and Registration (EWR) Essential work requirements include licenses, certifications, annual education; TB screening, Respiratory Mask Fit Testing, and any other AtlantiCare and department specific training. Employees are responsible for being current with all their essential work requirements in order to work. Progressive discipline up to and including termination may result should an essential work requirement lapse. See Policy #3926, Essential Work Requirements. Staff Planning Your unit must be staffed with an appropriate number of competent individuals in order to provide safe and effective care for each patient at all times. Many factors are taken into consideration in staffing and scheduling to create a fair and consistent balance between the needs of the patients and the needs of the employees. Staffing Schedules - ARMC The hospital master schedule is a six-week rotation. Your manager must receive requests for time off, other than planned vacations, no later than three (3) weeks prior to the start of that schedule. The workweek begins Saturday at 6 p.m. You may be required to work weekend schedules and holidays; be on call; and work overtime if an unforeseen emergent circumstance arises after other staffing efforts are exhausted. Check with your supervisor to review the requirements. To ensure adequately trained staff on a planned basis, vacation requests must be submitted and approved in advance in accordance to department/business unit policy. See Policy #433 Staff Planning and Staff Scheduling Guidelines Policy #4375 Identification Badges Photo identification badges are issued to all employees, contracted personnel and volunteers upon starting employment with AtlantiCare. You are required to wear the ID badge in clear view at all times while on AtlantiCare premises. Your ID badge also serves as a means to record your time for payroll purposes and allows you to have parking privileges. If you lose or damage your ID badge, see your manager immediately. A replacement fee may be required. See Policy #1034, Identification Badges. Preliminary Evaluation For new hires and employees who transfer into different positions, your first three (3) months of employment (six (6) months for pool employees) are considered the preliminary period. Your supervisor will formally evaluate you at the end of this period.

Primary Employer All employees who hold a second job outside of AtlantiCare or are active in civic/volunteer activities must regard AtlantiCare as the primary place of employment and responsibility. See Policy #410, AtlantiCare as Primary Employer. Service Length of service may be defined as continuous organizational length of service and departmental length of service. Length of service will be considered in all personnel actions but will not be the only or necessarily the most important criterion.

Length of service will be broken by any of the following occurrences: If you quit, resign or retire. If you are discharged. If you are laid off The inability to return to work after an approved leave of absence.

Department length of service is measured by the length of time in the department from the last hire/transfer date. Department service is considered in departmental issues such as scheduling time off.

*Original date of hire can be reinstated if you are rehired within thirty (30) days after a voluntary termination, resignation or following a layoff. If a period of three (3) months elapsed since employee’s resignation, the individual must complete a physical and drug test prior to reinstatement.

Hours of Work Recording of Hours Worked - AtlantiCare is a “round the clock” operation (24 hours, 7 days a week) with varying schedules and shifts. All non-exempt or hourly paid employees are required to “clock in” at the beginning of their work day and “clock out” at the end of the work day using the appropriate time system within your area. No one is permitted to “clock in” more than six (6) minutes prior to the start of their workday. Employees must be paid for all hours worked. All overtime must be authorized in advance by your supervisor. If for some reason you fail to clock in or out, you are responsible for notifying your supervisor. Repeated incidences of not clocking in or out will result in progressive discipline. See Policy #1016, Recording of Work Hours.

Job Postings and Transfers We prefer to promote and transfer from within when possible. As job vacancies occur, they may be posted in the department prior to posting organization-wide or outside of AtlantiCare to provide employees with career growth, development, or advancement opportunities. To apply for a job transfer, the following criteria must be met: Full-time and part-time employees must complete six (6) months of continuous service in their initial job and one (1) year of service for subsequent jobs. Pool employees may apply for positions within their department/unit after successful preliminary evaluation No written counseling or disciplinary actions within the past six (6) months. To apply for a job transfer, login to the ADP portal and click on “Internal Openings”. Create an internal applicant profile and submit it to whichever positions you are interested in and qualify for. You must notify your Manager whenever you apply for a position. If hired your manager and the hiring manager will negotiate a suitable start time based on their respective department needs. Management reserves the right not to post positions that are developmental in nature, temporary or senior level. We appreciate when our employees refer qualified job applicants and encourage you to do so. Your input is valued and taken seriously. To reward employees who actively become involved in recruiting applicants for “Hard to Fill” positions we may offer a referral bonus. See Policy #425 Talent Acquisition Hiring Process (for Non Physician Positions) Temporary Employment Temporary employment usually does not exceed six (6) months in duration. If an employee’s temporary status changes to regular status, length of service date will be the original hire date, and benefits will commence as appropriate. Must be current with all Essential Work Requirements. Possess all the qualifications for the new position.

Grant Applications and Employment A grant employee will be advised at hire if their position is: Funded by a grant. (If the position is funded by a grant, should grant dollars be discontinued or reduced, the position may be eliminated and/or scheduled hours reduced.) 22 Any salary increase or adjustment in the base pay must be covered by the grant funding source and be approved by the Finance department and the Department Director. A grant employee is not covered by AtlantiCare’s Redeployment and Reduction in Workforce Policy #1024. However, grant employees will be given the opportunity to apply for any open position within AtlantiCare if the grant position is eliminated A grant position is subject to all AtlantiCare Human Resources policies unless otherwise stated.

Employees for grant approved positions will be recruited according to AtlantiCare’s recruiting policies. See Policy #424, Grant Applications and Employment.

Resignation Should an employee decide to resign, they are expected to give their manager written notice stating the reason and the last day worked. Vacation, holiday/personal or sick time may not be used as notice. Employees failing to give adequate notice or meet all work requirements during the notice period will forfeit all accrued but unused vacation and holiday/personal time, or PTO. Adequate notice is considered to be three (3) weeks’ notice for staff. Adequate notice for ABH direct service staff is four (4) weeks. Adequate notice for supervisory/management staff is at least four (4) weeks or as determined in conjunction with Administration/AVPHR/COO.

It is illegal to remove any company property, files, records or information of any kind without written permission from AtlantiCare.

Employees leaving the employ of AtlantiCare must work with their manager to return any departmental keys; identification badge; and other issued company property. See Policy #413, Resignation and Termination Processing.

Exit Interview All employees resigning from their employment may request to have an interview with a member of the Human Resources Department. This purpose of this interview is to promote future improvements in the policies, services, and facilities. If a personal interview is not conducted, you may receive a questionnaire in the mail to be completed with a self-addressed envelope provided. See Policy #501 Work Expectation, Paid Time Off & Leave Time.

References Any references and recommendations concerning present or former employees shall be referred to the Human Resources Department for a response. The only information provided will be confirmation of job title and dates of employment; unless the employee provides a written release, AtlantiCare is legally compelled (for example by subpoena) to provide information, or the request is covered by the Health Care Professional 23 Responsibility and Reporting Act See Policy #1019 Release of Employment Information for Employment Reference.

E-Mail – Access and Disclosure

Use of electronic mail messages is limited to business communications.

Use of electronic mail that might violate copyright or other applicable law or corporate patient confidentiality policies or guidelines is prohibited.

Under no circumstances should electronic mail be used for solicitation purposes of any kind, or for distributing inappropriate messages externally or internally within AtlantiCare

Access and Disclosure of Electronic Mail Messages

Messages created and/or distributed using company electronic mail systems and resources are considered business communications, and as such are the property of AtlantiCare. AtlantiCare may access, monitor or disclose private electronic messages or files of an employee. See Policy #609, Right to Examine Data Stored on InfoShare/AtlantiCare Electronic Communication System. Individual job requirements may require the use of AtlantiCare’s electronic communication systems. All users of AtlantiCare’s network maintain the responsibility to take reasonable measures to protect the network from virus infections and malicious software. AtlantiCare Information Technology Security is responsible for the routine review of incoming and outgoing email messages, identified via an automated computerized scanning program, for the potential to contain viruses, malicious content, and software. The use of foul, obscene, sexually explicit or harassing language or images in connection with voicemail, email or the Internet (as with other AtlantiCare resources) is prohibited. Participating in the viewing or exchange of pornography or obscene materials, sending discriminatory or harassing email, chain-letters or jokes, or engaging in any other illegal or tortuous activities from an AtlantiCare email account is prohibited. All personnel are expected to act professionally when using the communication systems and should not send messages that harass or annoy other personnel or third parties. Refer to AtlantiCare Electronic Mail and Electronic Communications System Policy ID #609.