HR Team Member Handbook 2025

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.