As one of the premier health care organizations in the Midwest, HealthPartners has an important responsibility to look out for the health and safety of everyone in our communities. This commitment is at the foundation of everything we do – it’s also a key reason why we require our colleagues to receive certain vaccinations and screenings.
We currently require all colleagues to be vaccinated against COVID-19. Yearly
- Before starting work, newly hired colleagues must submit proof of having received at least one dose of an accepted
COVID-19 vaccine, with a second dose scheduled and completed within 60 days of start date (if necessary to complete a series).
- Accepted COVID-19 vaccines include all vaccines authorized or approved by the U.S. Food and Drug Administration (FDA) or the World Health Organization (WHO).
- Medical and religious exemptions may be requested. Exemptions must be approved before starting work.
- Booster shots are strongly recommended but not currently part of our COVID-19 vaccine requirement.
Depending on job role, some colleagues may also be required to receive additional vaccinations or screenings.
All colleagues in all HealthPartners organizations – regardless of location, employer or job role – must meet the requirements that apply to them. This includes colleagues who work remotely or don’t have direct contact with the public.
Yes. All contractors, temporary workers, independent physicians, observers, students, vendors and volunteers must meet the same requirements as colleagues of HealthPartners.
Exemption requests are reviewed by a small, multidisciplinary team.
The criteria used to determine medical exemptions includes whether the information presented supports a claim of contraindication due to an underlying medical condition or clinical situation. Medical exemptions may be granted for specific periods of times (deferrals), after which colleagues must re-request an exemption or meet current requirements.
The criteria used to determine religious exemptions includes whether a vaccination or screening is contrary to a sincerely held religious belief or belief system, as described in a personal statement; whether the request is in the colleague’s own words; whether the colleague is responsive to questions; and whether the colleague demonstrates good-faith and respectful participation in the exemption request process.
If your exemption request is denied, you may submit additional information for review. If your exemption request is denied again, you must meet current requirements to be eligible for employment with us.
Colleagues in our employee health and infection prevention departments may have access to information about your vaccination, screening or exemption statuses in order to administer program requirements or maintain health and safety. Access is only available for specific, limited and clearly defined job functions.
Your leader and the human resources department will have access to:
- Your vaccination and screening statuses, such as full, partial, unvaccinated or unknown
- Your exemption status (where applicable), such as whether you’ve requested an exemption and whether an exemption has been approved or denied
Your leader and the human resources department won’t have access to:
- Specific information about which vaccination(s) you received
- The basis of your exemption request
- The reason your exemption was approved or denied
Additionally, information about your vaccination, screening and exemption statuses is maintained separately from your general employment record.
To meet public health and accreditation requirements, and to conduct necessary health care operations, a limited amount of information may also be shared with other internal leaders and stakeholders, local agencies, state agencies, and federal agencies.
After you receive an employment offer, your recruiter or human resources representative will share more information about our colleague vaccination program and be able to answer any questions you have.