Page 27 - Employee Handbook February 15, 2024

legal guardian of the employee by certified mail, return receipt
requested.

5. Employees shall be entitled to receive records of a confirmed
drug or alcohol test. The request for records shall be directed to
Human Resources.

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.

Page 27 CLICK HERE FOR TABLE OF CONTENTS Revision February 15, 2024