Baked Products Foods Group

Direct observation of an employee in the process of producing a specimen is prohibited.

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• The collection process will conform to all applicable guidelines for the collection, labeling, transportation, and storage of specimens to include providing the employee with sufficient opportunity to provide the specimen.

• All testing will be comprised of an initial screening test (immunoassay) followed by a confirmation test (gas chromatography/mass spectrometry) if the initial test is positive. • The MRO will review the confirmed positive test result, and provide affected employees an opportunity to provide any Information relevant to the test results, including identification of currently or recently used prescription drugs, prior to making a final decision to verify a test result as positive.

• All confirmed and verified positive tests or any conduct which resulted in an invalid or unsuccessful attempt to test, will be reported by the MRO to the facility who will notify the

employee.

The Company will not consider the results of any unauthorized drug testing.

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5.7 Onsite saliva testing. Onsite saliva testing is permissible under this policy. Facilities must follow the steps outlined below in the event of a positive drug test: • The employee will be taken to an outside provider for follow-up testing and MRO review of the subsequent test; • If the MRO findings indicate that the drug test was positive (excluding marijuana), the employee will be terminated. The Company will not consider the results of any unauthorized drug testing. 6. Other Employee Testing: Reasonable Suspicion. Our drug and alcohol policy includes a testing provision for employees whom management feels may be under the influence due to their actions/behaviors on the job. This is an area of risk; therefore management should exercise caution. Prior to any testing for reasonable suspicion, management must complete the Reasonable Suspicion Observations Form. At least 2 members of management should observe, document, and agree on the observable behaviors and characteristics of the employee in question. No reasonable suspicion testing should be done without documented and agreed upon behaviors and physical characteristics gained through direct observation of the employee. Managers and supervisors should be trained to recognize signs and symptoms of being under the influence of the various types of drugs. See the PowerPoint entitled Reasonable Suspicion Testing: What HR and Supervisors Need to Know. • The employee will be suspended pending results;

During reasonable suspicion testing, the employee should be tested for: