Same-day work injury care, physical therapy, physicals and drug testing — now closer to West Denver employers and crews. Walk-ins welcome, no referral needed.
Employee Health Programs · For employers
Physicals, drug and alcohol testing, fit testing, audiograms, surveillance exams — most employers run these through three or four different vendors and track the due dates themselves. ICA runs them as one program, with one point of contact and one record of who is current.
What a program is
Any clinic can do a physical. What makes it a program is everything around the appointment: knowing which of your roles need what, who is coming due, where the paperwork goes, and who to call when a new hire starts Monday.
We sit down once and map your job classifications to the exams they actually require. That map becomes your schedule. From then on, sending someone in is a phone call — we already know what they need and who pays for it.
Small employers use this to stop guessing. Larger ones use it to stop chasing four vendors for one audit binder.
The programs
Take all of them or the two you are behind on. Most employers start with hiring exams and testing, then add surveillance as their exposures get documented.
At hire · up to 24 months
Pre-employment, DOT/FMCSA, fitness-for-duty and return-to-duty exams, performed against the standard your role or contract requires.
At hire · random · post-accident
DOT and non-DOT panels and breath alcohol, collected under full chain of custody. We are the collection site for your pool or consortium.
Annual
Medical evaluation plus qualitative or quantitative fit testing, so anyone in a respirator is cleared and documented before they wear one.
Baseline · annual
Audiograms in a sound-treated booth by a CAOHC-certified technician, plus the acuity, colour and depth screening your roles or contracts require.
At hire
Post-offer testing built from your job analysis, so a placement decision rests on the role’s real physical demands rather than an impression.
Exposure-driven
Silica, lead, asbestos and other regulated exposures, run on the cycle the standard specifies with the exam components it requires.
At hire · as the facility requires
TB skin tests and IGRA blood assays, plus titers and immunization review for crews working in healthcare, care facilities or shared housing.
By role
Starting points, not rulings. Your exposures, contracts and insurer can all add requirements — mapping that is the first thing we do together.
Trucking, delivery, heavy equipment haulers
Everything here is federally timed. The examiner can shorten the medical card to 3, 6 or 12 months for a condition that needs monitoring. We are your collection site; the pool itself is yours or your consortium's.
Map this role with a coordinatorMetal shops, structural, pipe
Fume and noise drive this one. The respirator medical evaluation has to come before the fit test, and the fit record is specific to the make, model and size — a mask change means a new test, not just an annual one.
Map this role with a coordinatorDistribution, forklift operators, pickers
Little of this is mandated; most of it is about placing people safely and having a baseline on file. Under the ADA these are post-offer only, and applied to everyone entering the same job category.
Map this role with a coordinatorClinics, senior living, home care
Facilities and state licensing set the cadence here, and new hires usually cannot start until the TB result and the immunization review are on file. Speed at hire matters more than anything else.
Map this role with a coordinatorGeneral trades, demo, masonry, drilling
Intervals, action levels and removal criteria follow the applicable standard, and your authorised physician sets the schedule against the exposures you document.
Map this role with a coordinatorProduction lines, packaging, cold storage
Noise is the usual regulated exposure on a production floor. The rest is placement — a post-offer physical matched to the actual lift and reach demands of the line.
Map this role with a coordinatorGetting set up
First call
Your job classifications, headcount, and anything already required by a contract, an insurer, or a regulator. Twenty minutes on the phone is usually enough to get started.
Within a week
You get back a written map: each classification, the exams it needs, the cycle each one runs on, and which of them you are currently missing.
Setup
Who at your company authorises an exam, where results go, how billing works, and whether testing happens by appointment, walk-in, or scheduled blocks for a whole crew.
Ongoing
New hires go in as they are hired. Annuals and renewals come up on our calendar and we contact your coordinator before they lapse, not after.
Once a year
Roles change, exposures change, and requirements get added. An annual look keeps the map honest and catches the classifications that quietly drifted out of compliance.
Day to day
The difference shows up in the small things — the calls you no longer have to make and the emails you no longer have to chase.
Your coordinator is a real person at ICA who knows your account, not a queue.
See how a program runs
Is it for you
If you hire a few people a year and nothing is regulated, walk-in appointments are fine. Tick the ones that sound like you and we will tell you whether a program is worth the call.
Privacy
Employee health exams sit on a line worth being explicit about. Employers get the answer they need to make a staffing decision; the clinical detail stays in the medical file.
Goes to you
Stays with us
There is no minimum. If you have one CDL driver or one person in a respirator, you already have a compliance schedule — it is just being tracked by hand. Small employers often get the most out of this because there is no one on staff whose job it is to watch the dates.
Yes, and most employers do. Hiring physicals and drug testing are the usual starting point because the volume is predictable. Surveillance gets added once exposures are documented.
No. We are your collection site, not your pool administrator. Your pool or your consortium draws the selections; you send the employee in and we handle the collection under full chain of custody, with the result travelling from the laboratory to the medical review officer to your designated employer representative.
Walk in at any of our four clinics Monday to Friday, 7 a.m. to 5 p.m., or book a time. Booking guarantees you are seen at that time; walk-ins are taken as capacity allows. Tell your coordinator the role and we schedule what that role requires without you listing the components.
Pricing depends on which programs you run and your volume. Your coordinator will quote per-exam rates against the requirement map so you can see the annual cost before committing to anything.
You do, with our help. We tell you what the applicable standards and common contract terms call for; the final requirement list is your decision as the employer, and we run the schedule you approve. General information, not legal advice.
You get the work status and the restrictions — what they can and cannot do. Placement decisions are yours, but a provider will talk through what a restriction means in practice if the job is hard to modify.
For some programs, yes. Scheduled testing and employee health services can be delivered at your location under our on-site plans — worth discussing if pulling a crew off the floor is the real cost.
Both. We retain the exam files for the period the applicable standard requires and produce them when you need them. You should keep your own copy of clearances and expiration dates for day-to-day staffing.
No. It runs on the same account with the same contact. The advantage is that hire-time baselines and the injury chart live in one place.
Next step
A program coordinator will walk your job classifications with you and come back with the exams, the cycles, and what it costs to run. No obligation to start.
Already sending injuries to ICA? Your program can run on the same account and the same contact.
