Our Harmonized HR Policies

Our HR policies serve as a guide for appropriate conduct and decision-making across a range of scenarios. We have been working to harmonize our HR policies across the network to establish consistency regardless of location, department or job title. Below is a list of policies that have been harmonized to date and are currently administered network-wide. Policies not listed here will remain site-specific until further notice. To view each policy in its entirety, please visit PolicyStat.

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 and safety, optimal department operations and services and a minimal burden on fellow team members.

Allows team members to be reimbursed for expenses related to the adoption of a child.

Provides general guidance for what is considered to be appropriate clothing, jewelry and general physical appearance in the workplace.

Allows team members to take time off following the death of a family member, without any interruption to pay.

Ensures every new team member is given consistent information and the resources necessary to be successful at Hackensack Meridian Health.

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.

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.

Outlines the details around eligibility, accrual and usage of paid time for illness or injury-related leave.

Reiterates that team members and leadership will work toward optimizing recruitment, employment, development and promotional opportunities for minorities, women and other protected groups.

Provides a mechanism for obtaining feedback from team members who voluntarily leave Hackensack Meridian Health.

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.

Ensures eligible team members (and their families) are covered in the event of an accident.

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 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.

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.

To ensure 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 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.

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 outlines the specifics of the introductory period all new team members must undergo at the time of their initial hire.

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, military duty, and personal reasons.

Establishes a process for mandatory overtime for healthcare workers with direct patient care responsibilities or who are involved in clinical services in emergency circumstances.

Ensures compliance with the Office of the Inspector General by providing information to the health care industry, patients and the public regarding individuals and entities currently excluded from participation in Medicare, Medicaid and all other federal health care programs.

Provides guidance on access to online learning available to all team members at HMH.

Outlines the details around eligibility, accrual and usage of flexible paid time off for vacation, personal or family illness.

Establishes a set number of hours per diem team members are able to work in a calendar year.

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 the opportunity to set aside money before taxes that can be used for specific expenses related to healthcare, commuting and dependent care.

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.

Designed to ensure all eligible team members are able to use their previously accrued PTO over a period of time.

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.

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.

Social media guidelines help team members understand how our policies and procedures apply to multiple social media platforms so team members can participate with confidence.

This policy defines and outlines a “spouse” and if you’ll need to pay an additional surcharge for their health coverage.

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.

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.

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 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.

Subject to union negotiations. We are required by law to deal with the unions on behalf of unionized team members, and we will continue to do so. We will only negotiate with the unions, not with individual unionized team members.