Page 30 - NEW Employee Handbook June 15, 2025

employees at Human Resources. Note, such resources
change frequently, and any list may not be fully accurate.

L. Confidentiality of Records.

1. All communication received by Big River relevant to
employee or prospective employee drug or alcohol test
results, or otherwise received through the company’s drug or
alcohol testing program, is confidential communication and
shall not be used or received in evidence, obtained in
discovery, or disclosed in any public or private proceeding,
except as otherwise provided or authorized under Section
730.5 of the Iowa Code.

2. An employee or prospective employee who is the subject of
a drug or alcohol test pursuant to Big River’s written policy and
for whom a confirmed positive test result is reported shall, upon
written request, have access to any records relating to his/her
own drug or alcohol test, including records of the laboratory
where the testing was conducted and records relating to the
results of any relevant certification or review by a medical
review officer. However, a prospective employee shall be
entitled to such records only if he or she requests the records
within 15 days of receiving written notice of the test results.

3. By adhering to this policy, Big River shall not be liable for taking
action in good faith based on (i) the results of a positive drug
or alcohol test, or (ii) an employee’s refusal to provide a
sample for drugs or alcohol testing. The company, by adhering
to this policy, shall also not be liable for: (i) failure
to test for drugs or alcohol, (ii) failure to test for a specific drug
or controlled substance, (iii) failure to detect a specific drug or
controlled substance, (iv) ending or suspending a substance
abuse or testing program, (v) any action taken as a result of a
false negative drug or alcohol test result, or (vii) testing or
taking action against an employee for the use medical
cannabinoid as authorized by state law.

Page | 30 Revision June 15, 2025