As our various entities have come together, we have completed a thorough review of all existing workplace policies. Over the past two years, we have combined and modernized most of these policies to create one set of standards that are in line with our one, HMH culture. To view each policy in its entirety, please visit PolicyStat.
Ensures every new team member is given consistent information and the resources necessary to be successful at Hackensack Meridian Health.
Provides a mechanism for obtaining feedback from team members who voluntarily leave Hackensack Meridian Health.
All team members must undergo an introductory period at the time of their initial hire.
Ensures compliance with the Office of the Inspector General by providing information to the healthcare industry, patients and the public regarding individuals and entities currently excluded from participation in Medicare, Medicaid and all other Federal healthcare programs.
Allows team members to be reimbursed for expenses related to the adoption of a child.
Allows team members to take time off following the death of a family member, without any interruption to pay.
Outlines the details around eligibility, accrual and usage of paid time for illness or injury-related leave.
Ensures eligible team members (and their families) are covered in the event of an accident.
This policy outlines the guidelines and eligibility requirements related to medical, prescription, dental and vision benefits for all HMH team members.
This policy ensures team members understand which holidays they receive pay for, how holiday pay works, how to celebrate other religious holidays and earning equivalent time off.
Designed to protect patients, team members, physicians and volunteers, by maximizing influenza vaccination rates among the HMH workforce and extended community, thereby minimizing transmission of the influenza virus.
Encourages team members to accept Jury Duty, when summoned, as fulfillment of community responsibility, and considers it a paid absence for full-time and part-time benefit eligible team members, not to be deducted from sick, holiday or PTO accrual balances.
Provides guidance around paid and unpaid leaves of absence, including eligibility and qualifying circumstances, such as health, education, military duty, and personal reasons.
Outlines the details around eligibility, accrual and usage of flexible paid time off for vacation, personal or family illness.
This policy outlines the opportunity to set aside money before taxes that can be used for specific expenses related to healthcare, commuting and dependent care.
Designed to ensure all eligible team members are able to use their previously accrued PTO over a period of time.
This policy defines and outlines a “spouse” and if you’ll need to pay an additional surcharge for their health coverage.
This policy helps you understand the finer points of the tobacco surcharge related to the benefits plan.
Hackensack Meridian Health offers tuition assistance to eligible team members who seek to pursue education that supports the current business needs and future objectives of the company.
Outlines details and protocols for taking and using untracked time off for team members at the director level (non-physician) and above.
Outlines the process by which HMH will provide medical care and compensation to team members who are determined to have sustained an injury or illness in the course of employment.
Your Information and Rights
Requires all schools or agencies who request placement for students to complete clinical rotations, internships, residencies or preceptorships to arrange for background checks prior to a student’s placement.
Designed to facilitate compliance with applicable Federal, State and Joint Commission guidelines relative to the confidentiality and retention of team member records unless otherwise required by law.
Reiterates that team members and leadership will work toward optimizing recruitment, employment, development and promotional opportunities for minorities, women and other protected groups.
Allows team members the ability to request to be excused from participating in an aspect of patient care where the prescribed care or treatment presents a conflict with the team member’s cultural, ethical or religious beliefs.
Your Opportunities & Resources
Sets forth the philosophy and administrative guidelines for managing Flex Work arrangements and promotes Flex Work as a means of achieving administrative efficiencies, supporting continuity of operations and sustaining the hiring and retention of a highly qualified workforce.
To assure that patients are cared for in inclement weather, without putting the staff at any unnecessary risk.
Clarifies and standardizes independent contractor work status at HMH to ensure proper classification that meets state and federal regulations and guidelines.
Designed to break down barriers and allow qualified team members to apply for (and easily transfer to) open positions throughout the HMH network. All team members will be considered for approved positions on an equal basis regardless of race, gender, age, national origin, ethnic background, sexual orientation, gender expression or identity, marital status, religion, culture, or disability.
This policy ensures that all required licenses, certifications and/or registrations clearly specified within a job description remain current in order to ensure team members can perform their essential job responsibilities in compliance with all regulatory agencies.
Provides guidance on access to online learning available to all team members at HMH.
As we have continued to Grow Together, one thing that became clear to us was that our per diem team members make up a significant portion of – and play a critical role in – our workforce and several locations throughout the network. Yet, because of their per diem status, these team members are unable to take full advantage of the Total Rewards package offered by HMH.
In order to remedy this imbalance, we have made the following changes, will take effect starting January 1, 2019:
- This will create more benefit-eligible positions that current per diems can apply for in order to take greater advantage of our Total Reward programs.
- As we convert these per diem positions to full-time/part-time, we will begin to pare down the number of hours allotted for per diems. Per diem team members will be permitted to work no more than 920 hours in total during a calendar year, unless otherwise authorized by executive management under specific circumstances.
- The converted positions will be finalized in the 2019 budget process and approved prior to year end. Additional details will be communicated after that time.
These changes will not only benefit these team members, but also support our leaders’ ability to staff more consistently and effectively over time. While this policy is currently in place at some entities, it will be new to others as we implement it across the network. We will work to ensure that all operations and staffing are adequately covered and clinical teams have the support they need during the transition. Stay tuned for additional details as we approach January 1, 2019.
Designed to encourage continuous improvement and professional growth, this policy ensures team members receive ongoing feedback directly from leaders and performance is measured consistently throughout the network.
This policy outlines general guidelines and a procedure to ensure team members arrive at their work stations at their designated start time and, to the extent possible, minimize absenteeism to ensure optimal patient care & safety, optimal department operations and services and a minimal burden on fellow team members.
This policy outlines general guidelines and procedures for the recording of hours worked and ensuring team members accurately and completely record time and are properly compensated according to state and federal regulations.
This policy establishes a process for mandatory overtime for healthcare workers with direct patient care responsibilities or who are involved in clinical services in emergency circumstances.
Encourages open lines of communications to establish a process for resolving disputes related to corrective action for non-bargaining unit team members below leader level.
For the effective operation of HMH and for the benefit, protection and safety of all team members and patients, general guidelines and a procedure for disciplinary actions will promote understanding of what is acceptable and unacceptable conduct and encourage consistent action in the event of violations.
This policy sets forth our zero tolerance for harassment in the workplace for all team members at every level of HMH and outlines a process for reporting and resolution.
This policy addresses a team member’s ability to request to refrain from participation in any aspect of patient care or services where there is a perceived, actual or potential conflict or discomfort between the team member and the patient, in terms of professional boundaries.
When necessitated by market, HMH must explore a variety of alternatives to help ensure a fair and consistent process when a team member is involuntarily separated due to a position elimination or a team member reduction.
Social media guidelines help team members understand how our policies and procedures apply to these multiple social media platforms so team members can participate with confidence.
Provides general guidance for what is considered to be appropriate clothing, jewelry and general physical appearance in the workplace.
Consistent with our values of safety in the workplace and commitment to providing the highest quality of patient care regarding the sale, use, possession or distribution of drugs and alcohol by all HMH team members.
HMH has adopted a smoke-free policy in line with our mission to provide for the health and safety of all persons at all HMH locations.