Page 26 - NEW Employee Handbook June 15, 2025

6. If the employee is involved in an accident at work and the
person providing treatment administers a blood test for drugs
and alcohol, Big River may rely on and take disciplinary action
based on the results of the blood test, provided that the
company did not request or suggest the blood test be
administered.

D. Regular Testing: Regular testing may be scheduled for all employees on a
calendar or project assignment basis to meet project, contract, or
other requirements. Testing will occur during, immediately before, or
immediately after a regular work period.

E. Random Drug Testing. A neutral and objective selection process will be
adhered
to by an independent entity. Each employee has an equal chance of
selection for initial testing and the selection process is computer
generated.

F. Reasonable Suspicion Testing. Big River may require an employee to submit
to a
drug and/or alcohol test based on the reasonable suspicion that the
employee is using or has used drugs or alcohol in violation of this policy.
The company or a designee will evaluate the evidence to determine
if reasonable suspicion exists. Reasonable suspicion shall be based on
specific objective and articulable facts and reasonable inferences
drawn from those facts, including, but not limited to, any of the
following:

(a) Observable phenomena, such as direct observation of
alcohol or drug use or physical symptoms of drug or
alcohol use.

(b) Abnormal conduct or erratic behavior or a significant
deterioration in work performance.

(c) A report of drug or alcohol use from a credible source.

(d) Evidence that the employee has tampered with any drug
or alcohol test.

(e) Evidence that the employee has manufactured, sold,
distributed, solicited, possessed, used, or transferred drugs
while working, at work, or using a vehicle or machinery
owned by Big River.

Page | 26 Revision June 15, 2025