Page 22 - NEW Employee Handbook June 15, 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

Page | 22 Revision June 15, 2025