Page 23 - Employee Handbook January 1, 2025

DRUG & ALCOHOL SUBSTANCE ABUSE POLICY & PROCEDURES

Big River Resources, West Burlington, LLC and Big River United Energy, LLC (“Big River”) is
committed to providing a safe environment for employees and customers. To do so, we enforce
a drug-free workplace policy. Reporting to work or working while under the influence of alcohol
and/or drugs, as well as the illegal use and/or distribution of drugs or alcohol at work, and/or
reporting to work smelling of alcohol and/or drugs is prohibited. This includes the misuse or
abuse of prescription drugs, sharing prescription drugs, and/or misuse or abuse of over-the-
counter drugs or supplements. Violation of this policy will result in disciplinary action up to and
including termination of the employee. Big River is not required to engage in testing and may
engage in the disciplinary process without testing any employee.

This policy applies to all Big River employees and prospective employees.

I. GENERAL

A. General Requirements.

1. Big River will, as a condition of hire, require potential
employees to participate in a drug test. All employees regardless
of changes in employment status may be subject to testing in
other circumstances including, but not limited to, regular
scheduled testing, testing after an accident, random testing, and
reasonable suspicion testing. These areas are set forth in this
policy.

2. Possession or use of alcoholic beverages (except in situations of
company- sponsored events, no employee may consume alcohol
if performing or likely to engage in a safety-sensitive function)
while performing work for Big River is prohibited. Possession or
use of illegal drugs under any circumstances, or at a company-
sponsored event, while on company property or while
performing work for Big River is prohibited. This includes the
abuse or misuse of prescription drugs or over-the-counter drugs
or supplements. Sharing prescription medication is a violation of
this policy. Violation of this policy will result in disciplinary
action up to and including termination of employment.

3. If you take any prescription medication or use any substance
that will affect your ability to perform your job reasonably and
safely during scheduled work hours, you must inform Human
Resources and discuss any potential reasonable accommodation

Page 23 Revision January 1, 2025