HR Team Member Handbook 2025

Lateness - Employees must be at their workstation at their appointed start time to avoid being documented as late under the attendance policy. Three (3) late arrivals to work represent one (1) event of absence. A rolling twelve (12) month timeframe is used for the purpose of tracking lateness. Unauthorized absences from work area – staff must receive permission from their immediate supervisor to leave the work area. Any abuses of this will be addressed in accordance with AtlantiCare’s coaching, counseling and discipline policy. Leaving Work Early – staff must receive permission from their immediate supervisor, off shift supervisor or their designee to leave work early. If a staff member leaves their shift without approval, this will be considered Job Abandonment and grounds for immediate termination. Abuses of this will be addressed in accordance with AtlantiCare’s coaching, counseling and discipline policy. Please consult with your supervisor or Human Resources department for further details. AtlantiCare will comply with applicable state and federal laws such as ADA, FMLA, and the New Jersey Family Leave Act in the application of this policy. See Policy #4001, Attendance-Lateness

Leave Procedures

Please refer to Policy #501, Work Expectation, Paid Time Off and Leave Time

It is the policy of AtlantiCare to provide vacation/PTO time to full-time and part-time employees for the opportunity for rest, recreation and personal activity. To that end, 31 AtlantiCare awards paid vacation/PTO time to full and part-time employees in recognition of past service and in accordance with eligibility requirements.

All eligible employees accrue vacation/PTO time based upon hours actually worked. Vacation/PTO hours are paid at your current hourly rate including shift differential if normally applicable.

Paid vacation/PTO may not be taken until earned. Vacation/PTO hours will not be counted as time worked for the computation of overtime. Upon termination provided the employee gives appropriate notice for that position, employees are paid out a maximum of one year’s accrual. The Department Director, with Human Resource input, may reduce the requirement when circumstances warrant an exception. When an employee gives notice, vacation, PTO, personal, sick time or any other benefited time cannot be used in lieu of working. Shift differential will be included when applicable. An employee who is discharged for cause or resigns without proper notice will forfeit all accrued vacation, PTO, holiday, and personal time. Each calendar year employees may carry over the combined accrued vacation, personal/holiday time equivalent to two times your annual vacation/PTO allowance. Vacation/PTO time is posted on your pay stub. Vacation/PTO accrual discontinues once the maximum accrual has been reached until time is taken. Vacation/PTO time does not accrue if an employee is absent from work on an approved leave of absence nor will time be credited upon your return to work. If an employee is on reduced leave or intermittent leave they may be eligible to accrue vacation/PTO time. Please check with the Leave Administrator at the time of your leave.