Baked Products Foods Group

10. Implementation of Company Drug and Alcohol Abuse Policies and Procedures at Acquired Companies with Existing Employees

DRUG AND ALCOHOL RELATED EXHIBITS

Drug and Alcohol Abuse Policy Last Chance Agreement Post-Accident Drug Testing Matrix Randomware Instructions Reasonable Suspicion Observations Form Reasonable Suspicion Testing: What HR and Supervisors Need to Know

Understanding the Company’s Drug and Alcohol Procedures

DRUG AND ALCOHOL ABUSE POLICY AND PROCEDURES

1. Introduction. The company requires pre-employment, reasonable suspicion (for cause), and post-accident drug testing. This testing can be done onsite through a third party provider, onsite through saliva testing, or at a physician’s or occupational health provider’s facility. If legal in your state, random drug testing may also be performed if, after a careful review of the risks vs. rewards, bakery management believes that random drug testing is beneficial for the location. Random drug testing procedures are here. The HR Business Partner is responsible for understanding the company’s drug and alcohol policy and for understanding and implementing the company’s procedures that govern the policy, including training management on the procedures, and ensuring that the Company is performing drug testing in a legal and responsible manner. The HR Business Partner may use the Powerpoint Understanding the Company’s Drug and Alcohol Procedures to present training to HR team members. 2. Medical evaluation of a non-DOT job candidate. It is the bakery’s decision whether or not to test for alcohol during the pre-employment screening process. However, if allowed by state law the bakery must test for the following illegal drugs:

1. Amphetamines; 2. Cocaine; 3. Opioids, including heroin; and 4. Phencyclidine (PCP);