Pre-Employment Medical Screening Services for Employers | Occucare
Occucare International delivers pre-employment medical screening for construction contractors, industrial manufacturers, energy operators, and DoD prime contractors across the Texas Industrial Corridor – from the Houston Ship Channel and the petrochemical complex through Baytown, Pasadena, Deer Park, La Porte, and Channelview, into Sugar Land, Texas City, and the Gulf Coast energy footprint.
This is the medical clearance pipeline that runs between offer letter and start date – physical examinations, DOT and non-DOT drug testing, audiometric baselines, respirator medical evaluations, vaccinations, TB screening, and vision testing – orchestrated as one timed, physician-reviewed, ADA and EEOC-defensible workflow rather than five disconnected appointments your HR team chases across three vendors.
This is not Pre-ETS transition services. This is not background screening or criminal history checks. This is the post-offer medical and clinical clearance pipeline that determines whether your new hire is medically qualified, legally cleared, and operationally ready to start on day one – without surfacing as a workers’ compensation claim in the first ninety days.
Board-Certified Occupational Medicine Physicians
ADA and EEOC-Defensible Documentation
24–72 Hour Turnaround for Most Clearance Components
 ATS-Integrated Reporting
DOT 49 CFR Part 40 and OSHA-Aligned Protocols
Clinic Hours
- Monday - Friday 7:30 AM - 4:30 PM CST
- +1 713 802 0801
What Is Pre-Employment Medical Screening? A Definition for Employers
Pre-employment medical screening is the post-offer, pre-start clinical clearance pipeline that determines whether a candidate is medically qualified to perform the safety-sensitive functions of the role they have been hired for – and produces the regulatory documentation that defends the employment decision under ADA, EEOC, OSHA, and DOT scrutiny.
Pre-employment medical screening orchestrates multiple clinical components – physical exam, drug screen, audiometric baseline, respirator clearance, vaccinations, TB, vision – into a single physician-reviewed, time-boxed clearance workflow that turns the medical contingency on the offer letter into a defensible go/no-go decision before the start date.
In full context, pre-employment medical screening is conducted strictly post-offer under ADA conditional employment rules, includes only those components that are job-related and consistent with business necessity, and produces documentation that supports the employer’s clearance decision against three regulatory frameworks simultaneously: ADA reasonable accommodation requirements, EEOC non-discrimination standards, and the substance-specific medical clearance mandates that apply to the role under OSHA, DOT, FMCSA, or PHMSA jurisdiction.
Pre-employment medical screening is not a single exam. It is a workflow – and the operational value is in the orchestration, the turnaround time, the physician review at the clearance step, and the documentation standard that holds up when the employment decision is challenged.
Common Questions Employers Ask Before Engaging a Pre-Employment Screening Provider
They are completely different functions governed by different regulatory frameworks. Background checks are administrative reviews of criminal history, employment verification, and credentialing, governed primarily by FCRA. Pre-employment medical screening is the post-offer clinical clearance pipeline - physical exam, drug testing, audiometric baseline, respirator clearance, vaccinations - governed by ADA, EEOC, OSHA, and DOT regulations. Most background check vendors (Checkr, Sterling, HireRight) do not perform medical clearance. Occucare delivers the medical and clinical clearance components - the regulatory and operational risk layer that determines whether the candidate is fit to perform the actual job.
Standard turnaround for a multi-component clearance package - physical, drug screen, audiometric baseline, respirator clearance, TB - is 24 to 72 hours from candidate appointment to consolidated clearance report. DOT physicals and drug screens within that package are issued same-day where the candidate clears without findings. The orchestration is the value: instead of your HR team coordinating five appointments across three vendors over two weeks, the candidate completes the full battery in one visit and your team receives one consolidated, physician-reviewed clearance report.
Yes. Every protocol is designed under the ADA's post-offer conditional employment framework, scoped to job-related and consistent-with-business-necessity components only, and documented to support the employer's clearance decision against EEOC non-discrimination standards. Our board-certified occupational medicine physicians make every clearance determination - not technicians, not administrative staff - and our documentation is structured to defend the employer in the event of an ADA challenge or EEOC complaint. Most pre-employment screening fails ADA scrutiny not because the testing is wrong but because the documentation is non-defensible. We address both layers.
Who This Pre-Employment Screening Program Is Built For
Occucare’s pre-employment medical screening program is designed for employers who absorb regulatory exposure, workers’ compensation cost, and operational disruption every time a new hire enters the workforce without proper medical clearance – not for individual job seekers, not for staffing agencies servicing job seekers, and not for educational programs delivering Pre-ETS transition services to students.
HR Compliance Leads and Talent Acquisition Directors managing pre-hire workflows, ADA-conditional offers, and the gap between offer acceptance and start date
Corporate Safety Directors and EHS Managers responsible for ensuring every new worker meets OSHA medical surveillance, respirator clearance, and substance-specific exposure baselines before first shift
Risk Managers quantifying the workers’ compensation cost of pre-existing conditions that surface within ninety days of hire – and the ADA defense cost of clearance decisions made without defensible documentation
CFOs and Operations Executives at construction, industrial, and energy contractors managing the financial exposure of failed pre-employment screening and the cost of replacement labor when new hires cannot perform the role they were hired for
Project Executives at General Contractors and DoD prime contractors enforcing subcontractor pre-employment clearance standards across job sites and contract pre-qualification requirements
Industries served
 commercial and industrial construction, heavy civil contracting, industrial manufacturing, upstream/midstream/downstream energy, petrochemical processing, Department of Defense contracting, electrical contracting, and maritime and shipyard operations across the Texas Industrial Corridor, and Gulf Coast energy operations.
What Happens When Pre-Employment Screening Is Run Without Orchestration
When pre-employment medical clearance is conducted as a series of disconnected appointments rather than an orchestrated workflow, the failure modes are predictable – and every failure mode produces measurable downstream cost in workers’ compensation claims, ADA exposure, OSHA citation risk, or operational delay. If any of the following describes your current pre-employment process, the screening pipeline is producing risk rather than removing it.
Pre-Hire Clearance Spread Across Multiple Vendors With No Consolidated Output
The candidate goes to one clinic for a physical, a different lab for the drug screen, a third location for audiometric testing, and back to the original clinic for respirator clearance. Each vendor produces its own report, in its own format, on its own timeline. Your HR coordinator becomes a clinical project manager – chasing results across three systems, reconciling conflicting findings, and explaining to the operations director why the new hire’s start date keeps slipping. The orchestration failure is not a clinical problem. It is an operational and documentation problem that compounds across every hire.
Generic Checklist Screening With No Job-Demand Calibration
The candidate is sent to a retail clinic with a generic pre-employment checklist – physical, drug screen, done. The clinic has no information about whether the role requires respirator use, sustained noise exposure above 85 dB, confined space entry, or work at height. The screening produces a clearance certificate that is administrative theater – it satisfies the offer letter contingency but does not establish whether the candidate can actually perform the safety-sensitive functions of the role without elevated injury risk.
Pre-Offer Medical Inquiries That Violate ADA
Some employers conduct medical screening before extending the conditional offer – a direct ADA violation under the post-offer rule. Others ask medical questions on the application or during the interview, also prohibited. The screening that should have protected the employer becomes the evidentiary record in an ADA discrimination complaint. Pre-employment medical screening is only defensible when conducted strictly post-offer, on a job-related and consistent-with-business-necessity basis, and documented accordingly.
Drug Testing Conducted Outside DOT or Industry Protocol
The drug screen comes back positive. The MRO review never happens – the result goes straight to HR. The candidate’s offer is rescinded based on a result that has not been verified against legitimate medical use, prescription explanations, or laboratory error. The downstream cost is an ADA complaint, a wrongful termination claim, or a state-level employment discrimination action – every one of which is preventable with proper Medical Review Officer oversight and DOT 49 CFR Part 40-aligned documentation.
Respirator Clearance Treated as a Form Rather Than a Medical Evaluation
OSHA 29 CFR 1910.134 requires a medical evaluation by a Physician or Other Licensed Health Care Professional before any employee is permitted to use a respirator. Many employers treat this as a paperwork step – the candidate fills out the medical questionnaire, HR files it, and the worker is fitted with a respirator without physician review. When the respirator is required for silica, asbestos, lead, or any regulated atmosphere, the missing medical evaluation is an OSHA citation waiting to happen, and the employer who issued the respirator without proper clearance carries the legal exposure.
Vaccinations and TB Screening Documented in Three Different Systems
The Hepatitis B series is tracked in the candidate’s personal records. The TB skin test is at the clinic. The MMR titer is at a different clinic. The Tdap is on a vaccination card the candidate may or may not still have. When OSHA, a contracting authority, or a workers’ compensation auditor requests the immunization documentation, the employer cannot produce a continuous record. The vaccination program exists – it is just not documented in a way that proves compliance.
No Renewal or Re-Clearance Calendar
The pre-employment clearance is conducted once at hire and never revisited. Six months later, a new respirator type is introduced and the medical evaluation has not been updated. A year later, the audiometric baseline has not been compared to a periodic audiogram and Standard Threshold Shifts go undetected. The pre-employment screening was completed correctly – but without the renewal calendar, it has decayed into a historical record rather than a living clearance.
The Regulatory Framework Governing Pre-Employment Medical Screening
Pre-employment medical screening sits at the intersection of four separate regulatory frameworks, each governing a different aspect of the clearance decision and the documentation that supports it. Compliance is not optional, and the standards do not align cleanly – the employer is responsible for meeting all four simultaneously.
ADA (Americans with Disabilities Act)
Establishes the post-offer rule for medical examinations and inquiries. Under the ADA, medical screening can only be conducted after a conditional offer of employment has been extended, must be applied uniformly to all candidates in the same job category, must be job-related and consistent with business necessity, and any clearance decision based on a disability must be defensible under the direct threat or qualification standards.
EEOC (Equal Employment Opportunity Commission)
Enforces non-discrimination requirements across protected classes during pre-employment screening. Drug testing, alcohol testing, and medical screening must be applied without disparate impact on protected groups, and any clearance denial must be supported by documentation that establishes legitimate business necessity rather than discriminatory intent.
OSHA (Occupational Safety and Health Administration)
Mandates pre-placement medical evaluations and baseline testing for employees who will be exposed to regulated hazards - silica (29 CFR 1926.1153), asbestos (29 CFR 1926.1101), lead (29 CFR 1926.62), noise (29 CFR 1910.95), hexavalent chromium, cadmium, and others. Mandates respirator medical evaluations under 29 CFR 1910.134 before any employee uses respiratory protection.
DOT / FMCSA (Department of Transportation / Federal Motor Carrier Safety Administration)
Mandates pre-employment drug testing under 49 CFR Part 40 for safety-sensitive transportation positions, and pre-employment medical examiner certification under 49 CFR 391 for commercial motor vehicle operators. PHMSA imposes parallel pre-employment drug and alcohol testing requirements for pipeline and hazardous materials workers.
Occucare’s pre-employment screening protocols are aligned to every applicable framework simultaneously – which means every clearance determination, every drug test review, every respirator medical evaluation, and every vaccination record is defensible against the same regulatory criteria that EEOC investigators, OSHA inspectors, plaintiff’s attorneys, and DOT auditors use to evaluate employer compliance.
Occucare's Pre-Employment Services - Detailed Pipeline Components
Occucare orchestrates the full pre-employment medical clearance pipeline under one program – physician-governed, ATS-integrated, and time-boxed to keep your hiring funnel moving without compromising clinical or documentation rigor. Each component below operates inside the same consolidated workflow regardless of whether the candidate is screened at our clinic, at an onsite mobilization, or through our 3,000+ clinic network.
01 - Pre-Employment Physical Exams
The pre-employment physical is the foundational clinical assessment of the candidate’s medical capacity to perform the essential functions of the role. It is the diagnostic anchor against which respirator clearance, audiometric baseline, and job-specific clearance determinations are evaluated. Occucare’s pre-employment physicals are calibrated to the actual physical demands of the role – not a generic clinical template – and conducted strictly post-offer under ADA conditional employment rules.
Every pre-employment physical is reviewed by a board-certified occupational medicine physician before the clearance determination is communicated to the employer. Findings are documented in the format your HR and safety teams need to make operational decisions, with the underlying clinical record retained to defensible standards in the event of a future ADA challenge or workers’ compensation dispute.
02 - Pre-Employment Drug Screening
Drug screening is the most frequently misexecuted component of the pre-employment pipeline – and the highest-litigation-risk component when misexecuted. Occucare delivers DOT 49 CFR Part 40-aligned drug testing for safety-sensitive positions, non-DOT panels calibrated to industry and contract requirements, and full Medical Review Officer (MRO) oversight on every result before any clearance decision is communicated to the employer.
MRO review is the legal firewall between a positive result and an adverse employment action. The MRO interviews the candidate to identify legitimate medical use, prescription explanations, or laboratory issues – and the verified result, not the raw lab result, is what the employer acts on. Without MRO review, every positive-test offer rescission is exposed to ADA, EEOC, and state-level employment discrimination challenges. Occucare’s MRO oversight is built into the program standard, not an upsell.
03 - Audiometric Baseline Testing
For employees who will be assigned to roles with noise exposure at or above the OSHA action level of 85 dB time-weighted average, OSHA 29 CFR 1910.95 requires a baseline audiogram within six months of first exposure. The baseline is the reference point against which every future periodic audiogram is compared to detect Standard Threshold Shifts that indicate noise-induced hearing loss.
Occucare conducts audiometric baselines under NIOSH-aligned protocols using certified audiometric technicians, in calibrated test environments, with physician review of every audiogram before clearance. The baseline is not just a hiring document – it is the evidentiary anchor for your ongoing hearing conservation program and the defense against future occupational hearing loss claims.
04 - Respirator Medical Evaluations
OSHA 29 CFR 1910.134 mandates a medical evaluation by a Physician or Other Licensed Health Care Professional before any employee is required or permitted to use a respirator. The evaluation determines whether the employee can wear the specific respirator required for the role without elevated cardiopulmonary risk. Occucare delivers respirator medical evaluations under board-certified physician review, integrated with respirator fit testing scheduling, and documented in the format required for OSHA inspection response.
Respirator clearance is one of the most frequently cited deficiencies in OSHA inspections of construction and industrial employers – typically because the medical evaluation was reduced to a paperwork step rather than executed as a clinical assessment. Our protocol closes that gap by design.
05 - Vaccinations and Titers
Pre-employment vaccination and titer programs cover Hepatitis B series and titer documentation under 29 CFR 1910.1030 (Bloodborne Pathogens), MMR titers and vaccinations for healthcare-adjacent and international assignment roles, Tdap currency, COVID-19 protocols where contractually required, and Hepatitis A for food handling and water-exposure roles. Occucare manages the full pre-employment vaccination program – administration, titer documentation, declination records where required, and continuous documentation maintained across the full employment lifecycle.
For employers with international job sites, DoD overseas deployment requirements, or healthcare-adjacent operations, the pre-employment vaccination program is the difference between a documented immunization record and a workers’ compensation claim with public health implications.
06 - TB Screening, Vision, and Functional Components
Tuberculosis screening – TB skin testing or IGRA blood testing – is required for healthcare-adjacent roles, correctional facility contracting, certain international assignments, and high-density industrial environments. Vision screening is calibrated to job-specific standards: depth perception for crane operators, color vision for electrical contractors, near and far acuity for safety-sensitive operations. Functional screening components – basic strength, range of motion, ergonomic compatibility – bridge from pre-employment screening into pre-placement testing for roles where job-match must be established before first shift.
Each component is configured per role, conducted within the same consolidated visit where operationally feasible, and reported into the unified clearance package alongside the physical, drug screen, audiometric baseline, and respirator evaluation.
How Occucare's Pre-Employment Pipeline Works - From Conditional Offer to Cleared Start Date
Step 1
Role-Based Protocol Configuration
Before any candidate is screened, Occucare’s occupational medicine team configures the pre-employment protocol against your job classifications. The configuration identifies which clearance components are required for each role – physical, drug screen, audiometric baseline, respirator, TB, vaccinations, vision – based on the actual physical demands, exposure profile, and regulatory framework that governs the position. The configured protocol is the standard applied to every candidate hired into that classification, ensuring uniform application under ADA and EEOC requirements.
Step 2
Candidate Scheduling and Single-Visit Orchestration
When your HR team extends a conditional offer, the candidate is scheduled into the pre-employment workflow – at our clinic, an onsite mobilization, or the nearest network location for remote workforces. Where operationally feasible, all clearance components are completed in a single visit: physical, drug screen, audiometric baseline, respirator medical evaluation, vaccinations, TB, and vision – eliminating the multi-appointment delay that typically extends pre-hire timelines by one to two weeks.
Step 3
Physician Review and MRO Oversight
Every clinical component is reviewed by Occucare’s board-certified occupational medicine physicians before any clearance determination is communicated. Drug test results pass through Medical Review Officer review under DOT 49 CFR Part 40 protocols regardless of whether the role is DOT-regulated. Audiometric baselines are physician-reviewed against NIOSH thresholds. Respirator medical evaluations are physician-cleared under 29 CFR 1910.134. The clearance decision is a clinical determination, not an administrative pass-through.
Step 4
Consolidated Clearance Report to Employer
Your HR team receives one consolidated clearance report – not five separate vendor outputs. The report identifies clearance status for each component, any restrictions or accommodations recommended, the documentation reference numbers, and the renewal calendar for ongoing surveillance components (audiometric, respirator, vaccination titers). The report is formatted for HR operational decision-making, with the underlying clinical detail retained to defensible standards under ADA and EEOC documentation requirements.
Step 5
ATS Integration and Continuous Documentation
For employers using applicant tracking systems and HRIS platforms, Occucare delivers clearance status and documentation through structured integration – eliminating the manual data entry and document upload that consumes HR coordinator time across high-volume hiring cycles. New hires are onboarded into the surveillance and renewal calendar at the clearance step, ensuring the pre-employment clearance flows directly into the ongoing occupational health program rather than disappearing into a one-time hiring record.
Disconnected Pre-Employment Vendors vs. Occucare's Orchestrated Pipeline
| Factor | Disconnected Vendor Model | Occucare Orchestrated Pipeline |
| Clearance components | Spread across 3+ vendors | One integrated workflow |
| Candidate visits | 3–5 separate appointments | 1 consolidated visit (typical) |
| Time from offer to clearance | 7–14 days | 24–72 hours |
| Drug test MRO oversight | Inconsistent, often skipped | Built into every result |
| Respirator clearance rigor | Paperwork step | Physician-evaluated under 1910.134 |
| ADA/EEOC defensibility | Variable, vendor-dependent | Standardized across every clearance |
| Documentation format | 3–5 different reports | One consolidated clearance package |
| ATS integration | Manual upload, multi-vendor | Structured integration, single source |
| Renewal tracking | Reactive, manual spreadsheets | Proactive calendar, integrated |
| Job-demand calibration | Generic checklist | Configured per role classification |
| Multi-site consistency | Vendor variability per location | One protocol, 3,000+ network locations |
| Physician governance | Absent in most components | Board-certified review at every clearance |
Your pre-employment pipeline is either orchestrated under physician governance today or it isn’t.
The Financial Case for Orchestrated Pre-Employment Screening
The cost of pre-employment screening is not the cost of the clinical components. It is the cost of failed clearances that surface as workers’ compensation claims, the cost of ADA defense against poorly documented offer rescissions, the cost of OSHA citations for missed respirator evaluations, and the cost of operational delay when start dates slip while clearance components are coordinated across multiple vendors.
The First-90-Day Workers' Compensation Claim
Industry data consistently shows that a disproportionate share of workers' compensation claims occur within the first ninety days of hire - driven by pre-existing conditions that should have been identified at the pre-employment screening but were missed because the screening was generic, not calibrated to actual job demands. A single first-90-day claim in construction or industrial roles averages $42,000 in direct medical cost and absorbs an additional 4x in indirect cost - replacement labor, supervisor investigation time, schedule impact, training time, and administrative claim handling. Properly orchestrated pre-employment screening, calibrated to the role and physician-reviewed at the clearance step, is the most cost-effective intervention point in the entire workforce health lifecycle.
ADA Defense Cost on a Failed Clearance Decision
When a candidate's offer is rescinded based on a pre-employment screening result, the employer must defend the decision against potential ADA challenges. The defense cost - even on a successful defense - typically ranges from $50,000 to $250,000 in legal fees, depending on whether the matter resolves at EEOC investigation, mediation, or litigation. The variable that determines whether the employer prevails is documentation: was the screening conducted post-offer, was it job-related and consistent with business necessity, was the clearance decision made by a qualified physician, and was the underlying record maintained to defensible standards. Orchestrated pre-employment screening produces that documentation as a program output. Disconnected vendor screening produces it inconsistently, if at all.
OSHA Citation Exposure on Missing Respirator Medical Evaluations
OSHA penalties for serious violations of 29 CFR 1910.134 - the respiratory protection standard - currently exceed $16,000 per instance. An employer with twenty respirator-using employees lacking documented medical evaluations faces potential citation exposure exceeding $320,000, before legal fees and operational impact. The cost of conducting the respirator medical evaluations correctly is a fraction of a single citation cost - and the orchestrated pre-employment program closes the exposure at the point of hire rather than reactively after an inspection.
Operational Delay Cost on Slipped Start Dates
Every pre-employment clearance that takes seven to fourteen days instead of 24 to 72 hours is a start date that slips and a productivity period that is lost. For high-volume hiring cycles in construction and industrial operations, the cumulative cost of pre-employment delay across thirty to fifty hires per quarter is measurable in lost productive labor hours and project schedule impact. Orchestration is the intervention that closes the delay - and the financial value is recovered against every hiring cycle.
Pre-Employment Screening Across High-Regulation Employer Segments
Construction and General Contracting
Construction employers face the broadest pre-employment screening burden of any industry – high-turnover crews requiring rapid clearance, drug testing mandated by general contractors and project owners, OSHA respirator clearance for silica and asbestos exposure, and audiometric baselines for noise-exposed roles. Occucare’s construction pre-employment pipeline consolidates every component under one workflow with onsite capability for large mobilizations, ATS integration for high-volume hiring, and EMR-protective baseline establishment that supports your project pre-qualification posture.
Industrial Manufacturing and Logistics
Manufacturing employers managing chemical exposure baselines, hearing conservation programs, ergonomic exposure, and respiratory protection across multiple shifts and facilities require pre-employment screening that scales without losing protocol consistency. Occucare’s industrial pre-employment program standardizes clearance across your operations – ensuring a candidate hired into your facility and a candidate hired into your Dallas distribution center receive identical clinical quality, documentation, and ADA-defensible clearance standards.
Oil and Gas and Energy Operations
Upstream, midstream, and downstream energy employers face pre-employment screening requirements that include DOT and PHMSA drug testing for pipeline workers, OEUK-aligned medical clearances for offshore operations, respiratory protection programs for refinery and processing environments, and surveillance baseline establishment for benzene, hydrogen sulfide, and other regulated exposures. Occucare supports energy employers through our clinic, onsite deployment to remote well sites and processing facilities, and our national clinic network for distributed pre-employment workflows.
Department of Defense Contractors
DoD contractors face pre-employment screening requirements that layer federal OSHA mandates on top of contract-specific requirements from DCMA, the Army Corps of Engineers, and project-specific safety plans. Occucare’s DoD pre-employment program addresses the dual regulatory environment – meeting both federal occupational health standards and the additional medical examination, clearance, and documentation requirements imposed by government contract specifications and overseas deployment protocols.
Maritime and Shipyard Operations
Maritime employers operating under OSHA Maritime Standards (29 CFR 1915) face pre-employment clearance requirements specific to shipyard employment, marine terminal operations, and vessel operations – confined space atmospheres, coating and blasting exposures, vessel medical clearances, and noise exposure that consistently exceeds general industry thresholds. Our maritime pre-employment program addresses each requirement under the same orchestrated workflow.
Electrical Contractors and Specialty Trades
Electrical contractors managing high-voltage exposure, fall risk, and arc-flash environments require pre-employment screening protocols specific to the operational realities of their workforce – including color vision standards for circuit identification, cardiovascular clearance for fall arrest and rescue scenarios, and substance-specific clearance for confined space work in industrial environments.
Why Occucare - Orchestrated Pre-Employment Screening, Not Disconnected Clinical Visits
Most pre-employment vendors administer individual clinical components. Occucare orchestrates the entire pipeline. The difference is the workflow integration, the physician governance at the clearance decision, and the documentation standard that holds up under ADA, EEOC, OSHA, and DOT scrutiny – across every hire, at every site, on every protocol.
Integration with the full occupational health program
New hires flow directly from pre-employment clearance into the ongoing surveillance, renewal, and case management calendar - the pre-employment record becomes the foundation for the worker's continuous occupational health record, not a one-time hiring artifact.
Single-source pre-employment screening
Physical, drug screen, audiometric baseline, respirator clearance, vaccinations, TB, vision - all under one program, one physician team, one consolidated clearance package. No multi-vendor coordination, no fragmented reporting.
24–72 hour standard turnaround
Most clearance packages move from candidate appointment to consolidated clearance report within 72 hours. Same-day issuance for DOT physicals and drug screens where the candidate clears without findings.
Built-in MRO oversight on every drug screen
Medical Review Officer review on every positive result before any clearance decision is communicated - eliminating the ADA and EEOC exposure that comes with non-MRO-reviewed adverse decisions.
ADA and EEOC-defensible documentation as program output
Post-offer protocol enforcement, job-related and consistent-with-business-necessity scoping, physician-reviewed clearance determinations, and documentation maintained to evidentiary standards across every hire.
3,000+ clinic network for national and multi-site coverage
One protocol, consistent execution, physician oversight at every location. Your pre-employment standard does not degrade when your hiring extends outside Houston.
ATS-integrated reporting
Structured clearance status delivery into your applicant tracking system or HRIS - eliminating the manual data entry that consumes HR coordinator time across high-volume hiring cycles.
Frequently Asked Questions - Additional Employer Questions
Yes. Occucare delivers structured clearance status and documentation into common ATS and HRIS platforms - eliminating the manual document upload and data entry that typically consumes HR coordinator time across high-volume hiring cycles. The integration delivers clearance status, restriction notifications, renewal calendar entries, and the underlying documentation reference, so your HR team has one authoritative source for every new hire's clearance record rather than reconciling vendor reports manually.
The candidate is scheduled at the nearest Occucare clinic, onsite mobilization, or vetted network location - whichever serves the candidate's geography. The protocol applied is the configured protocol for the role classification regardless of location, the clearance determination is made under the same physician governance framework, and the consolidated clearance report is delivered to your HR team in the same format as every other hire in that role classification. Multi-site does not mean variable protocol or variable documentation - the orchestration is the standard, and geography is the variable that adjusts only the delivery channel.
Every clearance determination - whether a clear, a conditional clearance with restrictions, or a clearance denial - is documented to defensible standards under ADA and EEOC requirements. For rescinded offers, the documentation includes the post-offer timing of the screening, the job-related and consistent-with-business-necessity basis for the components conducted, the physician's clinical determination, the underlying clinical record, and the direct threat or qualification standard supporting the decision. The documentation is the evidentiary record that defends the employer if the decision is challenged. Most pre-employment programs fail this test not because the clinical work was wrong but because the documentation was non-defensible. We address both layers as a program standard.
Explore Occucare's Full Workforce Health Program
Pre-employment medical screening is the entry point into Occucare’s integrated workforce health program. Every service below connects directly to the pre-employment infrastructure – establishing the baselines, executing the clearances, managing the surveillance, or coordinating the workforce-level functions that depend on pre-employment documentation.
Occupational Health Services
The full physician-governed occupational health program, of which pre-employment is one component.
Physical Exams
Comprehensive employer physical examinations across pre-employment, periodic, return-to-duty, and exit categories.
DOT Physicals
FMCSA-certified examinations for commercial motor vehicle operators with same-day Medical Examiner's Certificates.
Pre-Placement Testing
Post-offer functional capacity evaluations, lift testing, and ergonomic match-to-task assessments.
Fit-for-Duty Exams
Independent medical evaluations for return-to-work and incumbent worker safety-sensitive clearance.
Workplace Compliance Testing
Drug screening, respirator fit testing, audiometric monitoring, and OSHA surveillance under the same physician governance
Infectious Disease Services
TB screening, vaccination programs, and bloodborne pathogen exposure response.
Stop Running Pre-Employment Screening as a Multi-Vendor Coordination Project
Your pre-employment pipeline should be a workflow that runs – not five appointments your HR coordinator chases across three vendors every time a conditional offer is extended. Occucare International orchestrates your entire pre-employment medical screening program – physical, drug screen, audiometric baseline, respirator clearance, vaccinations, TB, vision – under one physician-governed pipeline, with consolidated clearance reporting, ATS integration, and ADA/EEOC-defensible documentation built in from day one.