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Vaccination Status Requirements

°ÄÃÅÁùºÐ±¦µä follows the Centers for Disease Control and Prevention (CDC) vaccination recommendations for healthcare workers. This recommendation includes, but is not limited to, an annual seasonal influenza vaccination for those without a qualified exemption. In addition, °ÄÃÅÁùºÐ±¦µä highly encourages COVID-19 vaccination, as recommended by the *CDC. Employees will be asked to report their COVID-19 vaccination status upon hire. 

*Any federal, state or local laws or public health mandates with more stringent vaccination requirements will supersede °ÄÃÅÁùºÐ±¦µä policies and/or procedures. 

Pursuant to local law or regulation, the COVID-19 vaccination is required as a condition of employment at the following CommonSpirt Health facilities and locations in the below Counties:    

Los Angeles County, CA Requirement Effective November 1, 2023

All healthcare workers are required to remain up-to-date on COVID-19 vaccination (receive at least one dose of an updated 2023-24 COVID-19 vaccine) OR sign a written declination and wear surgical mask or higher-level respirator (e.g., N95, KN95, KF94) with good fit while on duty during flu season, defined as November 1 to April 30 of the following year.  to see a list of Los Angeles County °ÄÃÅÁùºÐ±¦µä facilities and locations.  

San Luis Obispo County, CA Requirement Effective November 1, 2023

All healthcare workers are required to remain up-to-date on COVID-19 vaccination (receive at least one dose of an updated 2023-24 COVID-19 vaccine) OR sign a written declination and wear surgical mask or higher-level respirator (e.g., N95, KN95, KF94) with good fit while on duty during flu season, defined as November 1 to April 30 of the following year.  to see a list of San Luis Obispo County °ÄÃÅÁùºÐ±¦µä facilities and locations.    

Equal Opportunity

°ÄÃÅÁùºÐ±¦µä™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please

°ÄÃÅÁùºÐ±¦µä™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). °ÄÃÅÁùºÐ±¦µä™ participates in E-Verify.