HR Team Member Handbook 2025

Bereavement Time All regular full time and part time employees (working a minimum of 24 hours per week) are provided paid bereavement time from date of hire. Full time employees are provided a maximum of a regularly scheduled work week in the event of the death in the immediate family defined as parents (legal guardian, stepparent), spouse, domestic partner/civil union partner and children. This benefit is prorated for part time employees. Employees may use in increments equal to hours in their regular shift.

In the event of the death of grandparents, grandchildren, parents-in-law and siblings, regular full-time employees have paid bereavement time equal to a maximum of 24 hours.

Regular full and part-time employees may use personal or vacation days to attend the funeral of others upon consent of your Department Director.

Bereavement time will be paid during the hours that are part of the regularly scheduled work day with shift differential applied, if applicable. Hours paid as bereavement will not be calculated in the computation of overtime. Bereavement time may not be substituted if a death or funeral occurs during an employee’s scheduled day off, or while sick or on a leave of absence. However, if an employee has scheduled a holiday, personal or vacation time, bereavement time may be substituted.

Employees may be required to show evidence of death and/or relationship of the deceased in order to be eligible for paid leave.

Adoptive relatives are considered the same as relatives by birth. Business Units follow applicable policy.

Family/Medical/Personal Leave Employees may be eligible for a family/medical leave of absence in accordance with the Family Medical Leave Act (FMLA) and/or the New Jersey Family Leave Act (NJFLA). These laws provide employees with certain rights during a leave of absence. Please notify your supervisor of your request, and then complete the Leave of Absence Request form found on the Intranet Forms page. Once the form is submitted, contact Marida Tindell, Leave Coordinator or Mary Ellen Rochelle, Leave Specialist in the Leave of Absence Management Unit at 609-677-7766 for further instructions. As a reasonable accommodation, AtlantiCare may also provide you a leave of absence under federal and/or state law for your own medical needs, if you exhaust your FMLA time or otherwise fail to meet the criteria of the FMLA and if the leave of absence does not pose an undue hardship on the organization. A reasonable accommodation leave will be granted upon written approval of your Administrator and Human Resources representative. Personal leaves of absence may be granted after one year of service to any regular full time or part time employee for a maximum of thirty (30) days in any given 12 month period upon approval of the department director for catastrophic situations. During Family/Medical leave, employees will not accrue any benefits, including vacation, holiday/personal, or sick time. See Policy #5003, Family Leave, Policy #5002, Medical Leave, and Policy #385, Personal Leave of Absence. Further restrictions and requirements may apply.