Reasonable Suspicion

If a manager suspects an employee is under the influence of drugs or alcohol in the workplace, they are responsible to direct the employee to submit to a drug or alcohol test to determine if the employee is fit for duty. The Administrative Policy Manual: 8-2 Reasonable Suspicion Policy will help you determine the need for a drug or alcohol test before you proceed with the steps below. 

There are different procedures for law enforcement/safety classifications. If the employee is in law enforcement/safety, please remember to inform them of their POBR rights before proceeding with the testing process.

Reasonable Suspicion Procedures

Reasonable Suspicion Procedures for Law Enforcement/Safety members

To view the Reasonable Suspicion Policy in PDF format, download it using this link: Reasonable Suspicion Policy [PDF]

1. Call Futures Rehab at (707) 568-0123. Tell them you are a manager with the County and you are bringing in an employee for reasonable suspicion drug and alcohol testing. NOTE: Futures is closed during the lunch hour from Noon-1pm, but if you call before Noon, they will arrange for someone to remain on-site to perform the testing. If you are calling during the lunch hour, leave a message and arrive for testing at 1pm.

2. Complete the Reasonable Suspicion Checklist or the Reasonable Suspicion Checklist for Law Enforcement and take the checklist with you to Futures Rehab.

3. Take the employee to Futures Rehab at 320 Tesconi Circle Suite H, Santa Rosa, CA 95401

1. Call On-Site Health and Safety and request a Mobile Drug Testing Unit at your work location - (866) 998-2750. The County's customer ID is OSHS-214G4BT.

• The Mobile Drug Testing Unit will respond within approximately one hour.

2. Complete the Reasonable Suspicion Checklist or the Reasonable Suspicion Checklist for Law Enforcement and a written request (attached to the Checklist) to conduct the drug and alcohol testing.

3. The Supervisor/Manager will wait with the employee at the work location until the testing is completed.

• Arrange a ride home for the employee (do not let them drive home)
• Reach out to your Disability Management Analyst for further direction