Multi-state employee routing
Employers with distributed workforces need a clear route for each employee, not a one-size-fits-all clinic instruction.
- Collection-site routing
- Clinic and occupational health center access
- Mobile event planning
Nationwide Network
Nationwide Occupational Health and Collection Site Network
Coordinate employer services across employee locations with a defined service list and local arrangements. The employer-service team should confirm the collection or clinical service available at each proposed site.
10,000+ access points
Network access includes 10,000+ urgent cares, occupational health centers, and collection sites nationwide.
United States coverage planning
Coverage planning can include employees across the United States.
Clinic and mobile options
Access paths can combine clinics, collection sites, labs, and mobile events.
Account-level reporting
Completion and exception status can be routed back through one employer workflow.
Employer care across multiple locations
Coordinate employer services across employee locations with a defined service list and local arrangements. The employer-service team should confirm the collection or clinical service available at each proposed site.
Prepare the requested service
Provide worker states, job groups, tests, headcount and deadlines. Licensing, collection requirements and reporting can vary; a network description does not establish every service in every state.
Results and follow-up
Confirm each site’s role, authorization, billing, result review and follow-up. Remote or workplace events need appropriate professionals, equipment, privacy and transport arrangements. Keep patient treatment and employer completion reporting distinct.
Arrange the employer program
Confirm the service list, employee eligibility, locations, dates, employer authorization, payment arrangements and reporting contacts with the employer-service team. Give employees the correct appointment instructions and a route for questions or missed appointments. Confirm any proposed workplace event or outside collection site before arranging attendance.
Employee privacy and reporting
Employers should receive only the information needed for the authorized work request. Agree on completion reports, restrictions or other necessary documentation and who may see them. Covered employers must keep medical information confidential and separate from ordinary personnel files. An employee’s personal treatment needs remain a confidential clinical matter.
Questions about employer services
Can Nao Medical support employees in every state? Does Nao Medical provide employer-facing services nationwide?
The employer-service team can discuss coordination across employee locations. Provide the states, roles and exact services so each proposed site and appointment can be confirmed. A network program does not establish every test, clinician license or regulated service in every state.
Does the network include more than drug testing?
Services can be planned together only after the employer and clinic confirm the actual orders, staff, equipment, specimen/administration steps, appointments, billing and reports. A bundled appointment does not erase each service's separate clinical or regulatory requirements. Ask for the itemized scope and who completes/reviews each step. Do not assume a physical fee includes drug testing, vaccination, hearing or respirator clearance.
Can employees be routed differently by state or role?
Agree on the job groups, requested services, relevant rules, authorized sites, billing and reporting. Separate medical examinations, drug and alcohol testing, vaccines, TB screening, respirator evaluation and injury care. Confirm the responsible clinicians and testing professionals for each service. A consultation can define the scope, but a website’s nationwide or fully compliant claim does not establish every site, credential or state-specific arrangement.
How do employers book a Corporate Health consultation?
Employers can use the employer consultation to agree on services, locations, authorizations, costs and reports. Provide the headcount, requested service and deadline. An employee needing care should book the relevant clinical appointment with employer authorization; urgent care should not wait for a program-planning meeting.
Will the employer receive my entire medical record?
Employers should receive only the information needed for the authorized work request. Agree on completion reports, restrictions or other necessary documentation and who may see them. Covered employers must keep medical information confidential and separate from ordinary personnel files. An employee’s personal treatment needs remain a confidential clinical matter.
Medical sources
- EEOC Pre-Employment Medical Questions and Examinations
- CDC Baseline TB Screening and Testing for Health Care Personnel
- CDC Frequency of TB Screening and Testing for Health Care Personnel
- CDC Clinical Testing Guidance: Tuberculin Skin Test
- MedlinePlus Electrocardiogram
- CDC Healthcare Personnel Immunization Programs
- NIOSH Spirometry Training Program
- OSHA-NIOSH Worker Information: Spirometry Breathing Test
- New York Workers’ Compensation Board: Information for Workers
- OSHA 1910.134 Respiratory Protection
- OSHA 1910.95 Occupational Noise Exposure
- DOT 49 CFR Part 40 procedures
- DOT Part 40 section 40.151: MRO restrictions
- DOT Drug Testing Laboratories
Service coverage
The network can support testing and occupational health requirements across role types.
- Drug and alcohol testing
- Physicals, labs, TB, vaccines, and fit testing
- Post-accident and urgent event routing
Program control
A national care network still needs one accountable operating layer.
- Authorization setup
- Status reporting
- Escalation paths
Confirm requirements
Review covered roles, test type, timing, geography, forms, and reporting expectations before employees are routed.
Set the access path
Choose clinic, mobile, collection-site, lab, or account-managed workflows based on the service and workforce.
Coordinate employee completion
Give employees and managers clear instructions, then track visits, specimens, paperwork, and exceptions.
Return program status
Route completion, pending items, and follow-up needs back to the agreed employer contact.
Drug and Alcohol Testing TPA
Program administration for employer drug and alcohol testing workflows.
TPA Companies
Corporate Health services that fit inside TPA client workflows.
Occupational Health Provider
Physicals, labs, testing, vaccines, and injury care for companies.
Employee Health Screening
Role-based screening packages for hiring and compliance programs.
DOT Random Drug and Alcohol Testing
Random pool, selection, collection, and reporting support.
MRO Coordination
Review workflow coordination connected to lab and employer reporting.
On-Site and Mobile Drug and Alcohol Testing
Mobile collection planning for worksites and distributed teams.
Post-Accident Drug and Alcohol Testing
Urgent event routing for supervisors and safety teams.
Public-Sector Testing Vendor
Agency-style program coordination for city, state, transit, and public safety teams.
Clinical Lab Testing
CBC, CMP, titers, Quantiferon, and employee lab workflows.
Employee TB Testing
PPD, Quantiferon, and TB screening documentation for employers.
Return-to-Work Exams
Work-status and fitness-for-duty coordination for employers.
Public-Sector RFP Vendor
Procurement-ready scope, reporting, references, and implementation planning.
Lab Partner Coordination
Coordinate drug-testing and clinical-lab workflows through approved lab paths.
24/7 Post-Accident Drug and Alcohol Response
Define after-hours and urgent event routes before incidents happen.
Government Employee Drug and Alcohol Testing
Testing programs for agency, transit, corrections, and public safety teams.