COVID-19 Vaccination Information

Across UPMC, our guiding principle is to always prioritize the safety of our employees, patients, and members. UPMC believes that vaccination is important, helps protect all, and advocates that everyone who can be vaccinated should be vaccinated.

UPMC complies with all governmental requirements related to local, state, and federal COVID-19 vaccination for employment. The Jan. 13 Supreme Court of the United States decision that the Centers for Medicare & Medicaid Services federal COVID-19 vaccine mandate will move forward requires UPMC to ensure employees either get vaccinated or receive a requested medical or religious exemption.

If you are not yet vaccinated, we urge you to get a vaccine now. You can schedule your COVID-19 vaccination through UPMC or visit a non-UPMC provider or UPMC Urgent Care location.

Proof of vaccination is not required upon hire; however, employees will be responsible for ensuring post-hire compliance by getting vaccinated or requesting a medical or religious exemption.

For more information about UPMC’s response to COVID-19, please visit UPMC.com/coronavirus.

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UPMC Statement of Equal Employment Opportunity

It is our policy to provide equal employment opportunities (EEO) according to job qualifications without discrimination on the basis of race, color, religion, ancestry, national origin, age, sex, genetics, sexual orientation, gender identity, gender expression, or marital, familial, or disability status or status as a protected Veteran or any other legally protected group status. UPMC is committed to taking positive steps to eliminate barriers that may exist in EEO and in employment practices. Areas of focus include, but are not limited to: recruiting, hiring, promotion, demotion, transfer, layoff, termination, rates of pay or other forms of compensation, training, and education. UPMC will provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment.

It is also our company’s policy to prohibit any and all forms of retaliation against any individual who has complained of harassing or discriminatory conduct, or participated in a company or agency investigation into such complaints.

Staff members and others working throughout the UPMC health system at all levels, are expected to implement and abide by the UPMC policy of nondiscrimination in services and employment opportunity. All staff members are expected to make every reasonable effort to carry out their responsibilities to assure that equal employment opportunity is available to all. It is further expected that all staff members will demonstrate sensitivity to and respect for a culturally diverse workforce and demonstrate commitment to UPMC’s equal opportunity and affirmative action objectives.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own 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.

*The term contractor in the above paragraph refers to those UPMC owned and operated facilities that have contracts with the federal government. 

The importance of fulfilling this policy cannot be overemphasized. Any violation of this policy by a staff member of UPMC may result in corrective action up to and including discharge.

The chief human resource officer of UPMC and the senior Human Resources administrator of each UPMC business unit have the ultimate responsibility to establish the spirit of the affirmative action program. Our program’s audit and reporting system enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, measure our compliance with the program’s specific obligations, and document actions taken to comply with these obligations. The Human Resource administrators are assigned the overall responsibility for effective administration of this policy throughout UPMC. The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment by contacting the UPMC HR Compliance office at:

UPMC HR Compliance, U.S. Steel Tower, 600 Grant Street, Pittsburgh, PA  15219.

UPMC will continue to support and promote equal employment opportunity, human dignity, and racial, ethnic, and cultural diversity. This policy applies to admissions, employment, and access to and treatment in UPMC programs and activities. This commitment is made by UPMC in accordance with federal, state, and/or local laws and regulations.

Security Alert

We are aware of scams targeting UPMC and other large companies that involve individuals posing as employees to illegitimately conduct interviews and extend false employment offers and payments to gain access to candidates' personal information. Please note that UPMC will not communicate with candidates through third-party email services like Gmail or Yahoo. While some interviews may take place via a video conferencing service, UPMC Talent Acquisition will not conduct interviews via Skype or Google Hangouts. UPMC will never ask for or disburse funds during the recruitment process. If you are hired into a role with a sign-on bonus or similar incentive, funds will be paid to you by UPMC after your start date.

If you suspect you have been a victim of a fraudulent UPMC job offer, please report the attempt using this form.