(1) An employer must have a written policy on drug and/or alcohol testing that is consistent with the requirements of this act, including a statement that violation of the policy may result in termination due to misconduct.
(2)  An employer will receive the full benefits of this act, even if its drug and alcohol testing policy does not conform to all of the statutory provisions, if it follows a drug or alcohol testing policy that was negotiated with its employees’ collective bargaining representative or that is consistent with the terms of the collective bargaining agreement.
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(3)  Testing for the presence of drugs or alcohol by an employer shall be carried out within the terms of a written policy that has been communicated to affected employees, and is available for review by prospective employees.
(4)  The employer must list the types of tests an employee may be subject to in their written policy, which may include, but are not limited to, the following:
(a)  Baseline;
(b)  Preemployment;
(c)  Post-accident;
(d)  Random;
(e)  Return to duty;
(f)  Follow-up;
(g)  Reasonable suspicion.