Page 23 - NEW Employee Handbook June 15, 2025

accommodation necessary. Reasonable accommodation is
only assessed for medical issues.

4. Alcohol testing, including initial and confirmatory testing, will
be conducted in accordance with state and federal law
including the regulations governing alcohol testing.

5. The standard for alcohol concentration which violates this
policy is .02 grams of alcohol per two hundred ten (210) liters
of breath, or its equivalent.

6. If you have a medical condition that affects your ability to
provide a test sample, reasonable accommodation for such
condition will be made. Medical documentation may be
required. No genetic information is requested and will not be
accepted.

7. The following is a list of drugs for which testing will be
conducted:

· Amphetamines (including methamphetamine).
· Barbiturates;
· Benzodiazepines;
· Cannabinoids (Marijuana);
· Cocaine;
· Methadone;
· Opiates (including morphine and codeine);
· Phencyclidine;
· Propoxyphene.

8. A positive test result following a drug or alcohol test, failure to
provide a sample, or tampering with any sample are violations
of this policy.

9. If the employee or prospective employee is a minor, Big River
shall provide a copy of the written policy to a parent of the
prospective employee and shall obtain acknowledgement
that the parent has received the copy. Delivery by certified
mail return receipt requested shall satisfy this requirement.
II. PROCEDURES

A. Notification. Any person suspecting that an employee is impaired or
improperly has in his/her possession alcohol or illegal drugs should
report this immediately to Human Resources. Issues arising under this
policy shall be directed to Human Resources.
Page | 23 Revision June 15, 2025