An occupational-health visit connects your health assessment to the job, the employer’s request and any relevant safety standard. A pre-employment physical, injury visit, vaccine record review and fitness-for-duty assessment have different purposes.
Use Nao Medical for pre-employment physicals, timely work
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.
An occupational-health visit connects your health assessment to the job, the employer’s request and any relevant safety standard. A pre-employment physical, injury visit, vaccine record review and fitness-for-duty assessment have different purposes. Start with the employer’s written authorization and a description of the duties. The appointment should answer the actual work question and identify any treatment or follow-up you need.
The clinician reviews health history and the functions relevant to the request, then performs the appropriate examination or testing. A role-based assessment may review movement, vision, hearing or relevant medical conditions. Laboratory tests, TB testing, immunization review, EKG, spirometry or drug testing should have a defined clinical or occupational reason. A broad testing bundle does not prove that an employee is safe for every task.
For employers covered by the ADA, medical questions and examinations generally come after a conditional job offer, with the same requirements for employees entering the same job category. Examinations after employment generally need a permitted reason, such as a documented accommodation request or a concern about safe job performance. Employers must keep medical information confidential and separate from ordinary personnel files. Ask how the visit relates to your job and what information will be released.
Before scheduling, confirm the service list, employer payment authorization and reporting contact. Bring the job description and forms. During the visit, discuss the actual duties, prior restrictions, treatment and symptoms with the clinician. Complete the authorized testing. Ask which findings need medical follow-up and which work-status information the employer will receive. Keep a copy of the instructions and the next appointment date if the assessment is incomplete.
Bring photo ID, employer paperwork, a medication list, glasses or hearing aids and the records relevant to the request. Healthcare workers asked for TB screening should bring earlier results, treatment records and symptom information. An IGRA blood test and a TB skin test have different visit schedules. A skin test needs a return reading within 48–72 hours. CDC does not recommend routine annual TB testing after baseline for US healthcare personnel without exposure or ongoing transmission, though local rules and employer requirements may differ.
Tell the clinician about recent injury, pain, fainting, breathing symptoms and restrictions that affect work. For a work injury, seek necessary medical care and report the incident through your employer’s process. Emergency symptoms need emergency care rather than waiting for a paperwork visit. In New York, the Workers’ Compensation Board supplies information about authorized treating providers and the claim process. A general clinic listing does not establish that every clinician can handle every workers’ compensation case.
Results and work status are separate decisions. The clinician may request records, treatment, a repeat test or a specialist assessment before completing the employer form. For return to work, review the duties and any restrictions rather than treating a generic clearance note as permission for every task. If you miss a test reading or follow-up, contact the team and employer to arrange the appropriate next step; do not assume the incomplete paperwork is valid.
Nao lists 11 clinics in its local network. Confirm which site can perform the ordered service and whether a dedicated appointment is needed. Some initial record reviews or follow-ups may suit virtual care, while specimen collection, vaccinations and many physical measurements require in-person access. Group programs, employer portals, mobile testing, insurer participation and multi-state coordination need current scope and billing confirmation. Occupational screening does not replace your own primary-care, mental-health or nutrition treatment.
An occupational-health visit connects your health assessment to the job, the employer’s request and any relevant safety standard. A pre-employment physical, injury visit, vaccine record review and fitness-for-duty assessment have different purposes. Start with the employer’s written authorization and a description of the duties. The appointment should answer the actual work question and identify any treatment or follow-up you need.
For employers covered by the ADA, medical questions and examinations generally come after a conditional job offer, with the same requirements for employees entering the same job category. Examinations after employment generally need a permitted reason, such as a documented accommodation request or a concern about safe job performance. Employers must keep medical information confidential and separate from ordinary personnel files. Ask how the visit relates to your job and what information will be released.
Before scheduling, confirm the service list, employer payment authorization and reporting contact. Bring the job description and forms. During the visit, discuss the actual duties, prior restrictions, treatment and symptoms with the clinician. Complete the authorized testing. Ask which findings need medical follow-up and which work-status information the employer will receive. Keep a copy of the instructions and the next appointment date if the assessment is incomplete.
Nao lists 11 clinics in its local network. Confirm which site can perform the ordered service and whether a dedicated appointment is needed. Some initial record reviews or follow-ups may suit virtual care, while specimen collection, vaccinations and many physical measurements require in-person access. Group programs, employer portals, mobile testing, insurer participation and multi-state coordination need current scope and billing confirmation. Occupational screening does not replace your own primary-care, mental-health or nutrition treatment.
Ask the occupational-health coordinator which NYC and Long Island sites can complete the requested services for your workers. Send the coordinator the required examinations or tests, roles, worker count, preferred locations, deadline and authorized reporting instructions. Ask for the qualified staff, equipment, appointment capacity and designated contact at each site. Confirm the same protocol, billing and report pathway for every location before routing workers. A general clinic directory does not establish that each site performs every occupational service.
Ask the employer-service coordinator whether the requested screening can be provided at your worksite or on recurring dates. Send the coordinator the site, headcount, shifts, requested services and deadline. Confirm trained professionals, necessary equipment, privacy, accessibility, sample transport where relevant, result review, billing and a plan for workers who miss the event. Agree on the actual event dates and services before arranging employee attendance.
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.
Ask what the authorization and work request require. Under the ADA, covered employers must keep medical information confidential and separate from normal personnel files. The clinician should explain the work-status report and any requested medical release. Do not assume every clinical detail is needed for HR.
OSHA is the federal agency that sets and enforces workplace safety and health standards. It also provides training, education and assistance. Its mission includes safe, healthy working conditions and protection from unlawful retaliation. Some workplaces fall under an OSHA-approved state program. A clinic can assess health, perform an authorized test or document findings, but OSHA does not approve or endorse a clinic’s services. Ask your employer which standard applies to your work and what assessment or documentation it requires.
Occupational health and safety combines care for workers with prevention of harm at work. An occupational-health clinician may evaluate an injury, assess an employer’s work-related request or arrange indicated testing. The employer must also address hazards through the applicable safety program, such as noise controls or a respiratory-protection program. A normal physical or negative test does not establish that every task or workplace is safe. Bring the job description and written request. Ask the clinician what the visit assesses and which findings need follow-up.
Explore the employer portal and concierge · Use the employee visit checklist · Understand pending results
Choose your service below. Employers arranging a program can talk with our team.
Book a DOT / CDL physical · Book a drug-testing visit
For other work physicals or specialized certificates, call (917) 310-3371 to confirm the required form, clinician and appointment. A drug-testing visit does not include a physical exam.
For candidate-facing questions, use our work physical guide, cost guide, and what-to-bring checklist so the visit starts with the right paperwork.
Choose care according to the problem and how urgently you need help. Urgent care assesses non-emergency illnesses and minor injuries.
Queens access for work physicals, employer paperwork, and screening visits that need a local weekday clinic. View Astoria location details.
Brooklyn coverage for hiring physicals, documentation-heavy visits, and employer screening tied to a shift schedule. View Williamsburg location details.
Bronx access when the employee needs a nearby clinic for screening, work notes, or first-visit occupational follow-up. View 174th Street location details.
Long Island coverage for employer accounts and employees who need a Nassau County option instead of crossing into the city. View Mineola location details.
Need the full network view? See all occupational medicine locations and screening guides, or review occupational medicine options in Queens.
