Team Member Handbook

Team Member Handbook The Team Member’s Guide to Excellence

TABLE OF CONTENTS

I. Welcome 1.Welcome from Michael Charlton, President & CEO 2.AtlantiCare Orientation Program 3.New Team Member Checklist

4.Our Strategy: VISION 2030 5.Vision, Mission, and Values 6.2025 Organizational Goals II. Our Culture & Core Values 1.The AtlantiCare Experience 2.What’s My Why

3.What We’re Proud Of 4.125 Years of Impact 5.Just Culture 6.Communication Expectations IV. Human Resources & AtlantiCare Experience 1.Intro to HR and Experience: Who we are and what we do 2.Workforce Relations Team 3.Benefits and Compensation 4.YOUniversity: Learning & Development 5.Team Member Experience: Rewards & Recognition

V. Diversity, Equity, and Inclusion (DEI) 1.Fostering diversity, equity, and inclusion 2.Employee Resource Groups (ERGs) I . Compliance & Legal 1.Essential Work Requirements (EWRs) II. Managing Teams and Performance 1.SMART goal setting 2.Receiving and Giving Feedback III. Team Member Well-Being & Support 1.Employee Assistance Program (EAP) 2.Health & Wellness 3.Health Engagement 4.LifeCenter IV. Crisis Management 1.Resources V. Resources 1.Tools and systems overview 2.Key contacts VI. Commitment to Excellence 1.Rise With Us

WELCOME TO THE ATLANTICARE TEAM

AtlantiCare ORIENTATION PROGRAM

The AtlantiCare Orientation Program is here to help you as a new team member. It's designed to support your integration into AtlantiCare, ensuring you understand your role, embrace our culture, and have access to the essential resources for your success. You and your leader can use this to make sure you're hitting the key milestones in your onboarding journey. If you have any questions, feel free to reach out to YOUniversity@atlanticare.org. We're here to support you every step of the way as you begin your leadership journey at AtlantiCare.

TEAM MEMBER LEARNING JOURNEY

Role-Specific Training Learn the essential tools, processes, and systems to succeed in your role.

Growth & Development Meet with a manager for feedback, enroll in a professional development course, engage in networking opportunities, and set personal career goals.

Orientation & Introduction Get familiar with company culture, values, and key leadership expectations .

NEW TEAM MEMBER CHECKLIST

This checklist will help you to remember what you need to complete being a new employee to the organization. Activity Description Deadline Completed

Our Strategy: VISION 2030

VISION 2030 was launched in April 2024 as a guide for the future of AtlantiCare. It is a strategic plan and vision for what is to come for the organization. Work toward VISION 2030 has already begun with:

VISION, MISSION, VALUES

Mission We make a difference in health and healing, one person at a time, through caring and trusting relationships.

Vision Building healthy communities together.

Values Safety, Teamwork, Integrity, Respect, Service, Inclusion

2025 • VISION 2030 STRATEGIC PILLARS

6173 (2023 full year)

Increase the % of primary care patients screening for SDOH.

30% increase

20% increase

5%

Patient Safety Index

20%

4 of 4

2 of 4

3 of 4

Taking everything into account, I would say this is a great place to work.

76

20%

77

75

AtlantiCare Team worked together to care for you.

80.3*

20%

81*

79.6*

Operating Margin

17.5%

0%**

0.6% 1.2%

Revenue Growth

17.5%

1.37 B

1.3 B

1.26 B***

Circuit Breaker: *Will be updated to reflect 2024 final feedback results. **9-million-dollar loss projected based on October 2024 results and will be updated once the year end is closed. ***Based on 2024 budget. Will update once 2024 closes. If there is a margin less than breakeven 0.0% the end of the year, a circuit breaker will be triggered resulting in no leadership incentive payout for the 2025 performance year.

Our Culture and Core Values

The AtlantiCare Experience Working Together to Care for You

What is the AtlantiCare Experience?

Guiding Principles

We are clear & kind in all we do. By being clear & kind, people feel respected. Respected people are empowered people.

We want this for every person, every time.

WHAT’S MY WHY? All of our team members will find a card in their badge that includes AtlantiCare’s mission, vision and values, and asks the important question What’s Your Why? What drives you in your work here at AtlantiCare? What is the purpose that inspires you to bring your best every day? On the badge card, you’ll find a blank space where you can share your “Why”. Write it down and keep it in your badge holder as a constant reminder and daily inspiration.

WHAT WE’RE PROUD OF

4-Star CMS Rating 4-Star CMS Rating AtlantiCare Regional Medical Center has earned 4 Stars in the Centers for Medicare & Medicaid Services Overall Hospital Quality Star Rating- the highest rating of any acute care hospital in southern NJ.

Great Place to Work

AtlantiCare has been certified as a Great Place to Work, a prestigious recognition based on employee feedback and workplace culture. This certification highlights AtlantiCare's commitment to fostering an inclusive, engaging, and supportive environment for its team members—making it a standout employer in southern New Jersey.

Magnet Magnet AtlantiCare Regional Medical Center (ARMC) achieves American Nurses Credentialing Center’s Magnet Recognition Program® designation for fifth consecutive time. ARMC became the 105th hospital in the nation to attain status as a Magnet™ designated hospital in 2004 and was re-designated in 2008, 2013, 2018, and 2023.

125 Years of Impact AtlantiCare celebrates 125 years of making an impact. AtlantiCare’s over 6,500 physicians, staff, trustees and volunteers provide quality care and services to our patients and community every day. Awards and Recognition.

125 YEARS OF IMPACT

On November 30, 2023, AtlantiCare celebrated 125 year of service to the community. From humble beginnings in a 10-bed hospital in Atlantic City, AtlantiCare has grown to encompass over 100 locations across South Jersey and employed over 6,500 team members. The organization continues to demonstrate exceptional innovation and excellence to meet the evolving needs of the region. AtlantiCare continues to celebrate its 125 of years of impact throughout 2024 with a variety of events and activities.

JUST CULTURE FOSTERING ACCOUNTABILITY AND LEARNING What is Just Culture? Just Culture is a foundational principle that balances accountability with a supportive environment, encouraging transparency, learning, and continuous improvement within our organization. In a Just Culture, the focus is on understanding the underlying factors that contribute to errors or adverse events rather than placing blame solely on individuals. 1. Accountability with Fairness: System-Based Approach: Recognizes that errors often result from systemic issues such as inadequate training, flawed processes, or insufficient resources. Leaders are encouraged to identify and address these root causes to prevent future incidents. Individual Accountability: While systemic factors are considered, individuals are also held accountable for their actions, especially in cases of willful negligence or intentional misconduct. The goal is to differentiate between human error, at-risk behavior, and reckless behavior. 2. Open Communication and Transparency: Encouraging Reporting: Employees are empowered to report mistakes, near-misses, and safety concerns without fear of unjust punishment. This openness helps in identifying patterns and areas needing improvement. Non-Punitive Response: Responses to reported incidents focus on understanding and correcting the issue rather than punitive measures, fostering a culture of trust and safety. 3. Learning and Improvement: Continuous Learning: Each incident is viewed as an opportunity to learn and enhance our systems and practices. Lessons learned are shared organization-wide to promote collective growth. Supportive Environment: Providing support to individuals involved in incidents helps maintain morale and encourages ongoing engagement in safety initiatives. 4. Consistent and Fair Enforcement: Clear Guidelines: Policies and procedures related to Just Culture are clearly defined and consistently applied across the organization. Leaders are trained to make fair and objective decisions. Balanced Approach: Ensures that responses to incidents are proportionate to the nature and context of the behavior, maintaining fairness and integrity in all actions. Key Principles of Just Culture:

JUST CULTURE FOSTERING ACCOUNTABILITY AND LEARNING

Why Just Culture Matters in Healthcare: Enhances Patient Safety: By addressing systemic issues and encouraging the reporting of errors, Just Culture directly contributes to safer patient care and better health outcomes. Builds Trust: Fosters a trusting environment where team members feel valued and supported, leading to higher engagement and job satisfaction. Promotes Continuous Improvement: Creates a dynamic workplace where continuous learning and adaptation are integral, ensuring that the organization remains resilient and responsive to change. Conclusion: Embracing Just Culture is essential for cultivating a workplace where safety, accountability, and continuous improvement thrive. As leaders, your commitment to these principles ensures that our organization not only meets the highest standards of patient care but also supports and empowers every team member to achieve their full potential.

COMMUNICATION EXPECTATIONS

At AtlantiCare, effective communication is essential for ensuring quality care, operational efficiency, and a positive work environment. AtlantiCare team members are expected to: Communicate clearly, respectfully, and professionally with colleagues, patients, and visitors. Use appropriate channels, such as email, messaging platforms, or in-person conversations, based on the urgency and nature of the communication. Maintain confidentiality, particularly regarding patient information and internal matters. Provide timely responses to requests and inquiries to support collaboration and efficient workflows. Stay informed about organizational updates, policies, and initiatives through internal communication platforms. Engage in active listening to enhance team collaboration and contribute to problem-solving efforts. These expectations promote a culture of transparency, respect, and efficiency in delivering exceptional care and service across the system.

At AtlantiCare, we utilize several key communication platforms to keep team members informed, connected, and engaged.

Our main channels include:

The Starfish Intranet: This internal platform serves as the central hub for organizational updates, policies, procedures, and resources. Team members can access news, announcements, and essential tools for daily operations. AtlantiCare Workplace: Designed for team collaboration, AtlantiCare Workplace allows team members to communicate in real-time, share updates, and collaborate on projects across departments. It fosters a community atmosphere where employees can connect and engage with colleagues. Outlook Email: Email is a primary communication tool for sharing important information, formal updates, and one-on-one communication. Team members are expected to monitor their inboxes regularly for organizational updates and departmental communications.

Microsoft Teams : Teams is used for virtual meetings, chat, and collaboration. It enables quick and efficient communication within and across departments, promoting a seamless and responsive work environment.

Human Resources and The AtlantiCare Experience

HUMAN RESOURCES

At AtlantiCare, people are at the center of everything we do. As part of our commitment to being an employer of choice, we are committed to ensuring that every team member has a space to thrive as their authentic self.

Our HR team is here to empower you in your role as a leader, equipping you with the tools, resources, and support needed to effectively guide and grow your teams, including:

Strategic Partnership: Whether it’s workforce planning, talent acquisition, or organizational development, we are here to help you achieve your objectives while co-creating a culture of collaboration and innovation.

Learning & Development : Professional growth is essential for individual and organizational success. Through our Education Investment Program, leadership development courses, and other training opportunities, we aim to help every team member build skills and advance their careers. Fairness & Consistency : From performance evaluations to policy adherence, we are committed to ensuring consistency and equity across the organization. We will partner with you to address challenges and implement solutions that are aligned with AtlantiCare’s values and compliance standards. Resources & Key HR Processes: To support you in your leadership role, we have streamlined key HR processes and made valuable resources readily accessible in the following section. We encourage you to actively collaborate with your HR Business Partner (HRBP), who will serve as your primary point of contact and a trusted advisor, offering tailored support for the unique needs of your department. Together, we can build a workplace that attracts, retains, and develops top talent while delivering exceptional care to our patients and communities. Thank you for your partnership and leadership in making AtlantiCare a great place to work for all.

Sincerely,

Chief Human Resources Officer

WORKFORCE RELATIONS TEAM

The Workforce Relations team works to promote a culture that aligns with AtlantiCare’s mission, vision, and values. Workforce Relations encourages and strengthens communication between team members and leadership at all levels, offering confidential consultation.

Workforce Relations Team’s Contact Information

Team Inbox - WorkforceRelations@atlanticare.org

, Workforce Relations Consultant – Mainland Campus (609) 404-3846 or ext. 2-3846

Vivian Hamilton

Vivian.Hamilton@atlanticare.org

Casey Martin

, Workforce Relations Consultant – Atlantic City Campus (609) 441-8085 or ext. 1-8085

Casey.Martin@atlanticare.org

Dominque Transue,

Provider Relations Consultant, Human Resources (609)652-3546 or ext. 2-3546

Dominique.Transue@atlanticare.org

Ariella Alpert , Workforce Relations Consultant - Non-Hospital Business Units (609) 449-4336 or ext. 1-4336 AALPERT@atlanticare.org

Madison Tavera

, Workforce Relations Specialist, Human Resources (609) 407-2071 or ext. 4-2071

MTAVERA@atlanticare.org

BENEFITS & COMPENSATION

For Benefits resources, go to: The Starfish About You

Human Resources/YOUniversity

Benefits

As a team member at AtlantiCare, you and your team are eligible for a comprehensive benefits package. This includes health, dental, and vision insurance, as well as life and disability coverage. We also offer competitive retirement savings options, including a 401(k) with employer match, and additional perks like tuition assistance and wellness programs.

For full details on 2025 benefits, please refer to the AtlantiCare Benefits Booklet:

AtlantiCare YOUniversity

AtlantiCare YOUniversity: Fostering Growth & Innovation

AtlantiCare YOUniversity is focused on fostering growth and innovation within our organization. This initiative is rooted in our commitment to supporting team members’ career development and providing opportunities for continuous learning. With AtlantiCare YOUniversity, you’ll have access to: Professional Development Courses: Learn a variety of relevant skills to help you work efficiently and communicate effectively with others. Leadership Initiatives: Participate in programs to enhance your leadership abilities. Education Assistance Programs: Explore options for financial aid for higher education. Career Growth Pathways: Discover clear paths for advancement, including mentorship. External Training Programs: Access community-facing programs to help strengthen the AtlantiCare workforce.

AtlantiCare YOUniversity will be instrumental in achieving our Vision 2030 goals, with plans for expansion in the coming years.

The Strategic Importance of Learning & Development

Healthcare organizations must invest in Learning and Development to keep pace with medical advancements, regulatory changes, and the evolving needs of patients. L&D programs are designed to: Enhance Competence & Skills: By providing employees with ongoing training, certifications, and upskilling opportunities, the organization ensures that they can deliver the highest quality of care. Promote Employee Engagement & Retention: Team members who have access to professional development opportunities are more likely to feel engaged, supported, and committed to the organization. Ensure Compliance & Safety: Healthcare environments are heavily regulated. Training programs help ensure compliance with industry regulations (e.g., HIPAA, OSHA) and promote patient and employee safety. Develop Future Leaders: Leadership development programs help build a pipeline of future leaders, ensuring that the organization can sustain leadership continuity and navigate succession planning. Drive Innovation: Encouraging continuous learning fosters a culture of innovation, where team members are empowered to explore new ideas, adopt best practices, and enhance patient care and operational efficiency.

Click here to view the YOUniversity Catalog.

TEAM MEMBER EXPERIENCE/ REWARDS & RECOGNITION

Team Member Experience, Rewards, and Recognition

At AtlantiCare, the Team Member Experience, Rewards, and Recognition program is designed to celebrate and support our staff in every aspect of their work and well-being. We provide a variety of initiatives to foster engagement, show appreciation, and highlight accomplishments. This includes team member appreciation events, recognition programs, wellness initiatives, and awards that celebrate individual and team successes. By focusing on creating a positive and supportive work environment, we ensure that our team members feel valued and motivated, contributing to an enriching workplace culture aligned with our VISION 2030 goals.

Experience

AtlantiCare’s Experience and Engagement Team is dedicated to fostering team member recognition and creating a vibrant workplace culture through a variety of organization-wide events and initiatives. From Team Member Appreciation Lunches and the exciting AtlantiCare's Got Talent showcase to the annual Team Member Art Show, the team organizes events that celebrate the diverse talents and contributions of our staff. Additionally, they host engaging contests, giveaways, and other creative initiatives that keep team members connected and appreciated. These events not only recognize individual and team achievements but also enhance camaraderie, making AtlantiCare a place where everyone feels valued.

TEAM MEMBER EXPERIENCE/ REWARDS & RECOGNITION (Continued) Awards At AtlantiCare, we believe in recognizing excellence across all areas of our organization through a variety of prestigious awards. The Great Catch Award highlights individuals or teams who demonstrate outstanding commitment to safety and quality, ensuring the highest standards of care for our patients. The DAISY Award honors extraordinary nurses who go above and beyond in delivering compassionate care and making a difference in the lives of their patients. Recognition At AtlantiCare, team leaders play a crucial role in fostering a culture of appreciation by actively facilitating their own team member recognition programs. Leaders are encouraged to regularly acknowledge their team’s efforts and successes, whether through personal notes, shout-outs during team meetings, or creative recognition initiatives tailored to their group. By celebrating individual and team accomplishments, leaders help boost morale, strengthen team dynamics, and ensure that each team member feels valued for their contributions, enhancing overall engagement and aligning with AtlantiCare’s commitment to a positive work environment. Shining Stars The Shining Stars platform at AtlantiCare is an innovative recognition tool designed to empower team members to celebrate each other’s achievements and contributions in real-time. Through the platform, team members can give and receive recognition for exceptional work, collaboration, and living AtlantiCare’s values. This peer-to-peer recognition helps build a culture of appreciation, boosting morale and engagement across the organization. The platform also tracks points earned from recognition, which can be redeemed for rewards, making it a fun and rewarding way to acknowledge efforts and foster a sense of community.

Diversity, Equity, and Inclusion (DE&I)

FOSTERING DIVERSITY, EQUITY, AND INCLUSION DE&I Strategies help employees bring their authentic selves to work each day, feel valued and included, and therefore help them perform their best. It increases employee engagement, produces higher employee productivity and collaboration, empowers employees to openly share their ideas and feedback, enables effective problem solving, and generates innovation and growth. At AtlantiCare, we value diversity, equity, and inclusion (DEI) as essential components of our culture. As a team member, you are encouraged to actively participate in creating an inclusive and welcoming environment for all. Employee Resource Groups (ERGs): You are encouraged to join and participate in ERGs, which provide opportunities to connect, share experiences, and support a more inclusive workplace. Diversity Events: Engage in diversity events to learn, celebrate different cultures, and contribute to a more inclusive workplace. Check the Diversity, Equity, and Inclusion page on The Starfish (Starfish > Teams > Diversity & Inclusion) for upcoming events. Building Inclusive Teams : Collaboration with colleagues from diverse backgrounds strengthens our workplace. Embrace different perspectives and contribute to a culture of respect and inclusion. CultureVision: CultureVision is a valuable resource that provides insights into various cultures, including language, communication styles, beliefs, and dietary considerations. Familiarizing yourself with it can help improve interactions with both colleagues and patients. Our Commitment to DEI Diversity represents the unique identities and backgrounds that make up our workforce, including race, ethnicity, gender, disability, sexual orientation, national origin, and communication styles. Equity ensures fair treatment, access to opportunities, and resources for all team members. Inclusion fosters a culture where every team member feels valued, heard, and empowered to contribute. Equal Opportunity at AtlantiCare AtlantiCare is committed to being an equal opportunity employer. We actively ensure fair employment practices, regardless of age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability.

Your engagement in DEI efforts strengthens our organization and helps create a workplace where everyone feels valued and supported. Thank you for your commitment to fostering an inclusive AtlantiCare!

EMPLOYEE RESOURCE GROUPS (ERGS)

Membership criteria to be a part of a group: Employee must have completed three months of service at AtlantiCare Employee must obtain their Manager’s approval Employee must not have any disciplinary action in the past 6 months prior to applying to become an ERG member Employee Resource Groups are another way AtlantiCare demonstrates its commitment to diversity and inclusion. 1. ALMA (AtlantiCare Latinos Moving Ahead) 2. APEG (Asian Pacific Employee Group) At the heart of our Diversity, Equity and Inclusion strategy are our Employee Resource Groups (ERG). The groups are formed around common identities but are open to all employees. The Diversity, Equity and Inclusion Council will work with the ERGs to assure there is alignment of goals and initiatives. The ERGs will be the vehicle through which many initiatives will be vetted.

3. CAARE (Creating Accessibility, Awareness, Respect and Empowerment) 4. LEGACY (Leadership, Empowerment, Generations, AtlantiCare and You) 5. HONORS (Helping Our military with Navigation, Opportunities, Resources and Support)

6. PATHS (Peace, Acceptance, Trust, Healing and Spirituality) 7. PRIDE (Promoting Respect, Individuality, Diversity and Equality) 8. LEADS (Leadership, Education, Advocacy, Diversity, Support) 9. HOPE (Helping Others achieve Personal Excellence)

10. BALANCE (Building Active Lifestyles Around Nutrition, Community & Exercise) 11. EARTHS (Environmentally Active Resource Team for Healthcare Sustainability)

Compliance and Legal

ESSENTIAL WORK REQUIREMENTS

Essential Work Requirements (EWRs) : EWRs are Regulatory and Accrediting Agency requirements.

Your Essential Work Requirements (EWRs) are expected to be kept current at all times. Licenses & certifications must be uploaded in ADP 15 days prior to expiration. See policy #3926 for additional information.

Employee Health System: Employee Health Registration System (atlanticare.org)

1. 2.

Log in using your network credentials

Employee Health:

Employee Safety App (ESA): Register, Document or Print COVID, Flu Vaccination or Fit Test, Daily Screening or Call Out OSHA EWRs

Managing Teams and Performance

SMART GOAL SETTING

As a new leader at AtlantiCare, setting clear, achievable goals is crucial for your personal growth and the success of your team. The SMART goal-setting framework is a proven method to help you create goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. By following this approach, you ensure your goals are well-defined and aligned with both your leadership role and the broader objectives of AtlantiCare.

What Are SMART Goals? S – Specific: Your goal should be clear and specific, leaving no room for misunderstanding. A specific goal answers the "who," "what," "where," "when," and "why" of your objective.

M – Measurable: Measurable goals allow you to track your progress and know when you've accomplished the objective. Use numbers or milestones to gauge success.

A – Achievable: Your goal should be realistic and attainable. While it’s important to challenge yourself, make sure the goal is within your capabilities and available resources.

R – Relevant: Ensure that the goal matters to you and aligns with AtlantiCare’s overall mission and objectives. Relevant goals are connected to the bigger picture, ensuring that your efforts contribute meaningfully to your role and the organization.

T – Time-bound: Set a deadline for your goal to establish a sense of urgency and motivation. Clear time frames help you stay focused and on track.

Steps to Setting SMART Goal 1. Identify the Objective: Begin by identifying what you want to achieve. Make sure it aligns with your leadership responsibilities and AtlantiCare’s values. 2. Break It Down: Break your larger goal into smaller, more manageable steps. This will help you create a clear plan and identify specific actions. 3. Set Milestones: Determine measurable checkpoints to track progress. Regularly review these to adjust your approach if necessary. 4. Evaluate Resources and Support: Ensure you have the resources, team, and support necessary to achieve your goal. If not, adjust your goal to be more attainable. 5. Set a Deadline: Define a timeline for when you expect to achieve your goal. If your goal is long-term, create smaller deadlines for each phase.

Feedback is one of the most powerful tools for growth and improvement, both personally and professionally. Whether you're giving feedback to a colleague or receiving it yourself, the process can be an opportunity to learn, build stronger relationships, and enhance performance. In this class, we’ll explore the key principles of giving developmental, clear, respectful and kind feedback, as well as strategies for receiving feedback with an open mind and positive attitude. By the end, you’ll be equipped with the skills to foster a culture of continuous improvement, create a more collaborative work environment, and strengthen your communication abilities. Listen without defending or explaining yourself: (This is often challenging when feedback is given without prior permission.) Keep in mind that there may be a difference between your intentions and how your actions are perceived. Ask yourself, “What might this person be noticing that I haven’t considered?” Observe and assess your emotional response: Are you feeling defensive or upset? Take a moment to pause and reset. Ask yourself, “Am I open to hearing this feedback right now?” “What positive motivations could this person have?” “How can this feedback align with and support the bigger picture?” RECEIVING AND GIVING FEEDBACK

Restate what you hear to ensure clarity: Before reacting, take a moment to process. Ask yourself, “How can I paraphrase this feedback in a neutral way that fosters continued discussion?”

Acknowledge mistakes and move forward : Staying stuck in guilt or avoidance won't benefit the relationship or the overall objective. Ask yourself, “What can I do to make amends?” “How can I forgive myself and move forward constructively?” “What’s the best way to address this moving forward?

Communicate your plan for action based on their feedback: Reflect on how the feedback can help you grow. If it prompts a change, let the person know what steps you're taking and when they can expect to see progress.

Team Member Well Being and Support

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Employee Assistance Program (EAP) Atlanticare’s Employee Assistance Program (EAP) is a confidential, employer-sponsored resource designed to support employees and their household members in managing personal and professional challenges that may impact their well-being, productivity, or overall quality of life. Each employee and their adult members of their household are eligible for up to six sessions per calendar year. The EAP offers a variety of services to promote mental health, work-life balance, and wellness in the workplace. Key Details Leaders Should Know About the EAP 1. Confidentiality: Participation in the EAP is entirely confidential. No personal information is shared with the organization without the employee’s written consent, except in cases required by law (e.g., safety risks or mandatory reporting). 2. Free and Accessible Services : The EAP is a free benefit for all eligible employees and their household members. Services include short-term counseling, crisis intervention, and referrals to additional resources when needed.

3. Wide Range of Support: The EAP can assist employees with issues such as: Stress, anxiety, and depression Work-related challenges Family or relationship concerns Substance abuse Grief and loss Financial and legal concerns

4. Availability: EAP services are accessible 24/7 via phone, online, or in person, ensuring support is always available when needed.

5. Leadership Role in EAP: Leaders can refer employees to the EAP when they notice signs of distress or reduced performance, ensuring the referral is voluntary and supportive. Leaders should familiarize themselves with the EAP process to communicate its benefits effectively and encourage its use without stigma. Referral to the EAP can be part of Atlanticare’s “clear and kind” discussions for members facing workplace challenges. The EAP can provide consultation services to leaders, offering guidance on how to handle challenging workplace situations such as conflict resolution or crisis management.

6. Workplace Integration: The EAP supports workplace initiatives by providing: Training and workshops on topics like stress management and resilience

Critical incident stress debriefings Assistance with wellness programs Tools for maintaining a healthy work-life balance for teams

7. Contact Information: For immediate assistance, employees can contact the EAP at 1 800 260 0808 or EAP@atlanticare.org Leaders should share this information proactively with their teams.

HEALTH & WELLNESS

Team Member Wellness Program

Eligibility: Benefit-eligible team members and covered spouses can participate in this wellness program to earn rewards. This includes OMNIA team members and spouses, PPO team members and spouses and waived team members. Rewards : As a participant in the Longevity Lifestyle Program, benefit eligible team members and covered spouses have the opportunity to earn up to $250 each to applied to a Health Reimbursement Account the following year. This money can be used to cover out-of-pocket expenses such as medical and prescription co-pays, deductibles and eligible over the counter health products. Please visit wellness.atlanticare.org under forms to view the Wellness Activity Checklist. Getting Started: Register at wellness.atlanticare.org. You must be registered to earn Wellness Credits. *If you have a spouse/partner on your benefit plan they will need to register as well.*. Complete activities on the 2025 Wellness Activity Checklist activities by November 30, 2025 to earn your rewards.

Resources and Support

In addition to the wellness program tied to our benefits program, all AtlantiCare Team Members have access to programs, guidance and support to help enhance overall health and wellbeing. These programs include tobacco cessation support, virtual weight management programs, new parent wellness packages, farm fresh delivery service, connection to resources and organizations that provide support for social needs, and much more. For a full list of programs and resources please visit wellness.atlanticare.org and click on the Resources tab.

As a leader you have the opportunity to request wellness seminars and education right to your team members during your regularly scheduled staff meetings.

For more information email wellness@atlanticare.org or call 609-677-7507.

HEALTH ENGAGEMENT

AtlantiCare Health Engagement – Modified Checklist

LIFECENTER

Crisis Management

CRISIS MANAGEMENT As a leader, your ability to navigate crises effectively is critical to ensuring the safety, stability, and resilience of your team and organization. From handling emergencies to communicating effectively during crises, you'll find guidance to help you lead through uncertainty and maintain trust within your team.

Resources

My-EOP

WORKPLACE

ATLANTICARE EMAIL

AtlantiCare Encrypted Email Instructions When a secure encrypted email is received, you will get an email notification like this:

It will contain a link that will direct you to the AtlantiCare Secure Email website. You can click on the “Click Here” to direct you to the Secure Reader portal or via the attachment.

• If this is the first time you have received a Secure Email from AtlantiCare, you will need to register with the AtlantiCare Secure Email portal. During the registration process, you will receive a validation code, in which you will then have to enter it on the registration page.

Once you have registered an account, you will be able to login to your Secure Email portal in the future.

Read Your Message

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If you click Forward you can add recipients to the message. The recipients are restricted to @atlanticare.org and the organization that the email was originally sent. There will be an error message stating the following if attempting to add any other domain:

Resetting Your Password

Forgot Password If you forgot your password, click the link.

You will receive an email message with a link in it. Click the link to reset your password.

HUMAN RESOURCES

Watch this short video on how to access the Human Resources Portal and locate the Orientation Checklist for Leaders:

Orientation Checklist Leader: Click Here

ADP

ADP unites HR, payroll, talent, time, tax and benefits administration.

ADP Team Member Recorded Demo:

ADP

ADP is the system used to manage pay, benefits, job and performance.

ADP New User Registration forgot your user ID or password, or you want to create an account

If you this link to access 1. Select “

, you’ll need to click on

Sign In | ADP RDBX

Get Started ”

I have a Registration Code

2. Select “

”

3. Enter Registration Code

• ATLANHS-ATLANHS

4. Enter First Name, Last Name, Social Security Number

• Make sure that there are no spaces after entering the information

5. Follow the next required fields – please ensure to write down your Username that will be issued in the following format: • Test1@ATLANHS

BENEFITS AtlantiCare offers a comprehensive benefits package that includes wellness activities and resources for our team members. All newly hired team members receive a benefits workbook explaining eligibility and all of the benefits available to them. Benefits for eligible full or part-time new hires (not pool) are effective on the 1st of the month following hire.

RECRUITMENT MANAGEMENT (RM)

Talent Acquisition Partners work together to recruit and select the most qualified candidates for open positions. The process starts with the request to fill a vacancy, review of the role description for accuracy, advertisement candidate screening, interviews, selection, background check, extending a job offer, and onboarding.

Watch this short video on how to create a Requisition:

AtlantiCare INFORMATION TECHNOLOGY (AIT)

Tickets are required to request help or access from AtlantiCare's Information Technology (AIT) team.

How to submit an IT request:

AIT Portal: AtlantiCare IT

AIT Contact: 609-569-7070

HR RELEVANCE

HR Relevance is an internal site used for various Human Resources submissions. Click on the link below and follow the steps to get access to the below mentioned forms.

Watch this short video on how to locate the HR Relevance website:

HR Relevance Site: HR Relevance

HEALTHSTREAM HealthStream is a learning management system that provides all AtlantiCare team members with access to their annual Essential Work Requirements. Additionally, team members can explore a catalog of classes to take on their own including those geared toward many clinical specialties.

Watch this video on how to navigate through HealthStream:

HEALTHSTREAM

HealthStream is the online education system. To access the system please follow the below directions. Step One: Go to the Starfish homepage. Click on the tab that says “About You”, then click on HealthStream/Life Support Training Center

Step Two:

On the HealthStream/Life Support Training Center page, click on the HealthStream logo to log into HealthStream

Step Three:

If onsite at AtlantiCare once you click on HealthStream it will automatically log you in. Your user ID if you needed it is your network ID and password.

Step Four: Once logged in HealthStream will take you to your To Do List. This will list any tasks and assignments that need to be completed with their dues dates. This is where you will find the New Team Member Orientation Online modules that have to be completed within the first 30 days.

**Make sure that your AtlantiCare email address is entered in the Account Settings. This will allow you to receive alerts on new assignments, coming due assignments and the ability to use the password reminder and password reset feature.

ATLANTICARE FOUNDATION

ATLANTICARE COMMUNITY ENRICHMENT SOCIETY

2025 PAY PERIOD

KEY DEPARTMENT CONTACTS

If you have a general question that falls within the below contacts, please utilize the below contacts:

aitcustomersupportce@atlanticare.org

AIT Customer Support

Badges

Badges@atlanticare.org

Compensation

Compensation@atlanticare.org

Employment Verification

Employmentverificationrequest@atlanticare.org

Leave of Absence

LOA@atlanticare.org

Life Support Training Center

LifeSupportTrainingCenter@atlanticare.org

Marketing & Digital Team

Marketing&DigitalTeam@atlanticare.org

Nurse Recruitment

Nurserecruitment@atlanticare.org

Performance

HRperformance@atlanticare.org

Procurement

ProcurementServices@atlanticare.org

Recruitment

HRrecruitment@atlanticare.org

Security

Security@atlanticare.org

YOUniversity

YOUniversity@atlanticare.org

Benefits

Benefits@atlanticare.org

Benefits Service Center

1-800-211-3252

SUBJECT MATTER EXPERTS

If you have a specific question regarding the below areas, please utilize the below contacts:

Anne Pratt

Manager of Procurement

ajpratt@atlanticare.org

Anthony Wasko

Concur Travel System

anthony.wasko@atlanticare.org

Christian Ragland

DE&I

christian.ragland@atlanticare.org

Cindy Michel

RLDatix

cimichel@atlanticare.org

Denise Massey

Payroll/Kronos

dmassey@atlanticare.org

Manager of Provider Recruitment & Onboarding

Denisse Ponton

dponton@atlanticare.org

Micheal Galioto

Talent Aquisition Manager

mgalioto@atlanticare.org

Noelle DeLusant

Ntracts

ndelusant@atlanticare.org

tjryan@atlanticare.org or nbutt@atlanticare.org

Norman Butt/Tim Ryan

Budget Plan

KEY POLICIES

To find the policy site, go to: The Starfish

About AtlantiCare

Policies & Procedures

Policies Site. You will then be directed

to Policy Manager. You can type in any policy number you are looking for in the search bar.

KEY POLICIES

KEY POLICIES

KEY ATLANTICARE TERMS/ACRONYMS

Term

Abbreviation

APG

AtlantiCare Physician Group

ARMC

AtlantiCare Regional Medical Center

ERG

Employee Resrouce Group

PTO

Paid Time Off

Req

Requisiton

JCHAO

The Joint Commission

HRBP

Human Resources Business Partner

TA

Talent Acquisition

Comp

Compensation

EWR

Essential Work Requirements

Annual Ed

Required Annual Education

Occ Med

Occupational Medicine

HIPAA

Health Insurance Portability and Accountability Ac

ABH

AtlantiCare Behavior Health

FQHC

Federally Qualified Health Center

KEY ATLANTICARE TERMS/ACRONYMS

Term

Abbreviation

PACE

Patients are the Center of Everything

ED

Emergency Department

AIT/IT

AtlantiCate Information Technology

LOA

Leave of Absence

SPH

Safe Patient Handling

EIP

Education Investment Program

Commitment to Excellence

RISE WITH US

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www.atlanticare.org