Yes. I’ve worked at two large academic medical centers and neither allow declinations for MMR or VZ. You need an institutional policy outlining the vaccination requirements
as a condition of employment, and of course a process for adjudicating religious and medical exemptions. You also need a process for following up after a temporary medical exemption (e.g. pregnancy) and for tracking people who get dose 1 to onboard but need
to complete the series.
Melanie
From: MCOH-EH <mcoh-eh-bounces@mylist.net>
On Behalf Of Angeli Mancuso via MCOH-EH
Sent: Wednesday, August 26, 2026 4:42 PM
To: MCOH-EH <mcoh-eh@mylist.net>
Cc: Angeli Mancuso <a1mancus@sbch.org>
Subject: [EXTERNAL] [MCOH-EH] Mandated vaccines or proof of immunity
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message was sent by someone outside Mayo Clinic.
Curious if anyone on this group has a mandatory vaccine policy for any of the following vaccines:
Measles
Mumps
Rubella
Varicella
Our current process is that we screen for immunity (via vaccines and titers) during the post-offer physical. If someone is not immune, we offer vaccination, but they are allowed
to decline. In the event of an exposure, the employee is placed on paid admin leave for the duration of the incubation period. Leadership is questioning if we can require immunity to complete onboarding and/or place non-immune personnel on
unpaid leave.
Various laws at play here including the ATD standard, ADA Accommodation, and wage/hour law.
We are aware of the vaccine mandate for child care workers via SB 792 for Tdap and measles but I’m not aware of another employee group with a mandate of this kind.
Kindly,
Angeli
Angeli Mancuso, RN | Cottage
Health
Manager, Workforce Development
also providing leadership to Employee Health & Safety
Retain | Recruit | Reimagine
805-319-0359
a1mancus@sbch.org
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