Page 18 - NEW Employee Handbook June 15, 2025

SOCIAL MEDIA
Big River respects the right of any employee to maintain a blog or web page or to
participate in a social networking on or through websites or services such as X (formerly
Twitter), Facebook, Threads, LinkedIn, YouTube, Instagram, TikTok, SnapChat, or similar
sites/services (collectively "social media"). However, to protect Company interests and
ensure employees focus on their job duties, employees must adhere to the following
rules:

Employees may not use social media during work time or at any time with Company
equipment or property.

All rules regarding confidential and proprietary business information apply in full to
social media. Any information that cannot be disclosed through a conversation, a
note, or an e-mail also cannot be disclosed through social media.

When using social media, if the employee mentions the Company and also expresses
either a political opinion or an opinion regarding the Company's actions that could
pose an actual or potential conflict of interest with the Company, and it is either implicit
or explicit that the poster is affiliated with the Company, the poster must include a
disclaimer. The poster should specifically state that the opinion expressed is a personal
opinion and not the Company's position. This is necessary to preserve the Company's
goodwill in the marketplace.
Employees may not use the Company's logos or trademarks for commercial purposes
or to endorse any product or service.

Any conduct that is impermissible under the law if expressed in any other form or forum
is impermissible if expressed through social media. For example, posted material that is
discriminatory, obscene, defamatory, libelous, or violent is forbidden. Company
policies apply equally to employee social media usage.

Employees with any questions should review the guidelines above and/or consult with
their manager. Failure to follow these guidelines may result in discipline, up to and
including discharge.

TELEPHONES AND RECORDING DEVICES

Access to the Company telephone system is given principally for work-related activities
or approved educational/training activities. Incidental and occasional personal use is
permitted. This privilege should not be abused and must not affect the employee’s
performance of employment-related activities. Telephone usage should be based
upon cost-effective practices that support the Company’s mission and should comply
with applicable rules and regulation.

Page | 18 Revision June 15, 2025