Before you ever sign anything. The fit call (about 30 minutes).

Everything starts with a phone call. You and Dr. McCarley, 30 minutes. We cover five things: roster size, what kind of work the team does (a roofer's body is not a forklift driver's body), where they tend to hurt, what (if anything) you have already tried on the wellness side, and what your workers' comp claim history looks like. Round figures and honest description are enough.

At the end of the call, you get a real answer about whether Genesis is a fit. About a third of fit calls end with "we are not the right partner for you, and here is why." That is by design. If your crew is mostly knowledge workers behind keyboards, ergonomics consulting is a better dollar. If you are outside our service area, find someone closer. If you are looking for a checkmark on an HR audit, we are not your partner. We would rather lose the engagement on the phone than three months in.

What you get in writing within 48 hours.

If the call goes well, you have a one-page proposal in your inbox within two business days. One page. Not a pitch deck, not a tiered menu, not a "good, better, best" table designed to nudge you up a step. Six things in plain English:

Recommended cadence (typically monthly; biweekly if roster size or injury rate warrants it)
The on-site window we are reserving (typically 1 to 2 hours per visit)
The per-month investment, written as a single number
What is included (employees per visit, intake review, written debrief, Genesis Fit screening if relevant)
What is not included (acute trauma response, in-clinic care, insurance billing, supplement sales)
Exit terms (month-to-month, 30 days notice)

One number, one signature line. The number on day two is the same number on every invoice for as long as you keep us. If we underpriced the engagement, that is our problem to solve at renewal, not yours to absorb mid-contract.

Week 1 of the contract. Preparing for the first visit.

Once the agreement is countersigned, three things happen in parallel. First, a brief intake form goes to your employees through whatever channel you already use. Two pages. Surgical history, medications, pregnancy status, red-flag conditions. Employees opt in voluntarily. We do not adjust anyone who has not filled out an intake.

Second, your operations manager picks a window that fits the shift schedule. For a construction crew starting at 6 a.m., that often means a 10 a.m. window when the morning push has slowed. For a manufacturing floor running two shifts, the changeover hour. We work around your floor, not the other way around.

Third, if your COI department needs a certificate of insurance, we send it to your broker. Professional liability and general liability are both in force. Your business can be named as additional insured on request. Forty-eight hours before the visit, you get a confirmation. If the timing no longer works, we move it.

The first on-site visit (typically 90 to 120 minutes).

Visit day, Dr. McCarley arrives about 15 minutes early with the portable table, a few small hand tools, disinfectant, and intake clipboards. Total kit is under 50 pounds, so setup happens in the corner of a break room, the back of a job-site trailer, or an empty office, with no special accommodation on your end.

Once set up, a quick walkthrough with whoever is running operations. Where is the table going? Where is the line forming? Two or three minutes. Then the work starts.

Employees rotate through one at a time. On regular visits, each visit usually takes 5 to 15 minutes depending on the case.

First-time participants also receive Insight CoreScore testing before any adjustment is performed. That testing takes about 15 minutes and gives us a baseline look at the integrity and function of the central nervous system.

After that, I do a brief intake review to understand what's bothering them and what they want out of care, then provide the adjustment. Most care is instrument-assisted, with some manual work depending on the person and the situation.

At the end, I take 60 to 90 seconds to explain what I noticed and what they should watch for before the next person steps up.

When we walked into one of our first shops for the first time, the owner had told his crew "this guy is coming Tuesday, you do not have to use it, but it is here." Six crew members signed up. All six were on the table inside 90 minutes. By the third session the line had become a conversation about who was going to confess to which old injury. Pretty typical since.

What the rest of month one looks like.

Five to seven days after the first visit, you get a written debrief by email. Short. Usually two paragraphs and a bullet list. The point is to give the owner or operations manager something concrete that connects the on-site work to the business itself.

The debrief covers three things. First, a roster of who participated, by initials or first name only depending on what your team is comfortable with. Second, the patterns worth acting on across the crew (for example, a recommendation to add a five-minute pre-shift mobility routine for the long-haul drivers). Third, any Genesis Fit candidates flagged from intake responses, where someone indicated interest in the structured weight-loss program and it was clinically appropriate to pursue.

This is the part of the engagement no clinic provides. A clinic sees patients one at a time and never connects the dots back to the floor. We see your team as a working unit and tell you about the patterns in plain English.

Month two. The rhythm sets in.

Visit two is the same day of the month, the same window, the same provider. If we are coming on the second Wednesday at 10 a.m., that is locked into your calendar for the year. Predictability is the engine. Your operations manager stops thinking about it. Your employees start to plan around it.

Roster is mostly stable. New hires get added to the rotation. Returning participants come back with feedback. Participation climbs from a typical 60 to 70 percent in month one to 80 to 90 percent by month three, as early adopters tell the crew the line is worth standing in.

Month two is also when Genesis Fit candidates often start their first cohort, if weight loss is part of the engagement. Screening happened during month one intake. The cohort kicks off with three to six people, with weekly check-ins on a schedule that does not interfere with the monthly chiropractic visit.

Month three. What the owner notices.

By month three, the engagement has run three times and the team treats it like part of the operation. The owner usually has a sense by now of what is and is not working. We want to be honest about what we measure and what we do not.

Things owners typically observe: fewer "called out sick" days where the underlying complaint was a soft-tissue issue (a back that locked up over the weekend, a shoulder killing somebody on Friday). Fewer comp claims, or the same number caught earlier and resolved faster because someone said something on the table before it became an incident report. A shift in how the crew talks about how they feel. Easier retention conversations with the veterans who were starting to think about an exit because their back was telling them to.

What we will not claim: that Genesis directly reduces your workers' comp premium. That is an underwriter's call. Premium adjustments depend on your loss runs, experience modifier, renewal date, and a dozen factors outside our control. What we can say honestly is that the leading indicators driving your mod number (frequency and severity of claims, time-to-resolution, days away from work) are exactly what we are positioned to influence.

What does NOT happen during a Genesis engagement.

Worth being explicit about what is out of scope, because every wellness vendor in the market promises everything. We do not.

We do not bill insurance. The employer pays Genesis directly, by monthly invoice. Insurance billing slows everything down and chops the value of the program into 15-minute increments. Some employees may use HSA or FSA dollars for the Genesis Fit program; we provide receipts where eligible.
We do not see employees in a clinic setting. On-site only. If an employee wants in-clinic care between visits, they can become a private patient at Genesis Family Chiropractic, a separate business with separate billing.
We do not handle acute traumatic injury. If someone falls off a ladder, you call EMS. We are a chiropractic care program, not a paramedic service.
We do not treat conditions outside our scope. If an intake or session reveals something that needs a different specialist (suspected fracture, undiagnosed neurological symptom), we refer out. We have working referral relationships with orthopedists, physical therapists, and primary care in Hamilton County.
We do not sell supplements at the visit. No bottles, no commission, no upsell. The Genesis Fit program has a sourced nutritional protocol, but that is a structured program with a defined start and end, not a recurring supplement sale.
We do not pressure participation. Voluntary, always. We will not adjust anyone who has not opted in, and we will not lobby an employee who has decided this is not for them.

The exit ramp.

Every Genesis engagement is month-to-month. No annual contract, no early-termination fee, no lock-in language buried in the proposal. Thirty days notice in writing (email is fine), final visit at the close of that window, final invoice for work delivered. That is the entire exit conversation.

We structure it that way on purpose. If we are not earning the renewal every month, you should not have to wait until December to leave. The right way to keep an engagement is to be useful enough that the owner does not want to cancel, not to be locked into a clause buried in section 7. One of the employers we serve has been on month-to-month terms for two years and counting because the math keeps working, not because the paperwork keeps them in.

If you have read this far, the next step is the fit call. Thirty minutes, real numbers, honest answer at the end. If Genesis is not a fit, we will say so on the call.

What a Genesis engagement looks like, from fit call to month three.