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.
Arrange a pre-employment exam around the employer’s actual requirements. Confirm the clinic, requested tests, paperwork and billing before your visit.
Bring the employer’s written request and the job’s essential duties. The clinician assesses the relevant health and functional questions, then explains whether the form can be completed or more information is needed. A general physical is not automatically a DOT, TLC, maritime or respirator assessment. For ADA-covered employers, medical examinations generally follow a conditional offer and use consistent requirements for the same job category.
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.
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.
A work physical does not automatically include an employer drug test. Confirm the written order, specimen/panel, payer and authorized report recipient before booking. A DOT physical's medical urinalysis is different from DOT drug testing. Regulated testing needs its separate authorized collection, laboratory and review pathway. Ask for separate services and fees instead of treating every urine test as the same requirement.
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 employer consultation defines the organization's program, sites, authorizations, billing and reports. It is different from an employee's clinical appointment. Employers should send the service list, roles, headcount, locations and timeline to the employer-service team. Employees needing an individual visit should use the relevant patient intake path and employer authorization. Urgent clinical care should not wait for a sales or program-design meeting.
Bring the employer’s written request and the job’s essential duties. The clinician assesses the relevant health and functional questions, then explains whether the form can be completed or more information is needed. A general physical is not automatically a DOT, TLC, maritime or respirator assessment. For ADA-covered employers, medical examinations generally follow a conditional offer and use consistent requirements for the same job category.
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 whether the sample was collected, the laboratory result has arrived and the clinician has completed the work-status review. Those are separate stages. Confirm the reporting contact, outstanding records and your next action. Discuss abnormal findings with a clinician. A pending result or unsigned employer form does not mean you are cleared. Ask for your own medical follow-up instructions as well as the employer report.
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.
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.
Have your insurance card ready when booking. Share member details through the clinic’s confirmed secure intake process. Check with the clinic and your insurer that the exact plan covers the clinician and requested service. Ask about visit charges, any separately billed tests or medicines, and any referral or authorization requirement. Coverage and your copay or deductible depend on the plan; request a written estimate if paying yourself.
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.
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.
For a pre-employment physical, have the employer’s form ready when you contact the patient team. Call (917) 310-3371 to confirm the exam and arrange your appointment. Confirm any required labs, forms and billing instructions. A drug-testing visit does not include a physical examination.
Arranging services for employees? Talk with our team about your employer program.
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Choose care according to the problem and how urgently you need help. Urgent care assesses non-emergency illnesses and minor injuries.
A Queens option for candidate physicals, onboarding paperwork, and same-week screening when the hiring deadline is tight. View Astoria location details.
Brooklyn coverage for work physicals, employer forms, and paired screening visits that need to stay close to the job site. View Williamsburg location details.
Bronx access for candidate exams, clearance paperwork, and follow-up when the employer wants a local clinic option. View 174th Street location details.
Long Island coverage for hiring teams and candidates who need Nassau County access for pre-employment screening. View Mineola location details.
Need the full network view? See the full pre-employment and work-physical location guide.
