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the right, at all times and without further notice, to have Company representatives conduct inspections of any or all
employee lockers and other Company property for the purpose of determining if this Policy has been violated.

All vehicles and containers, including bags, boxes, personal bags/purses, lunch pails, brought onto Company premises are
subject to Company inspection at any time a Company representative authorized by Company to make such a
determination has a reasonable suspicion that a Company rule, policy or regulation has been violated and such an
inspection is reasonably necessary in the investigation of such violation(s). Such inspections will be conducted, to the
extent reasonably possible, in a manner designed to preserve the dignity of the employee. Inspections will be done in a
private area, and will be conducted by a member of the same sex. An employee who refuses to consent to such an
inspection may be subject to disciplinary action up to and including termination.

As a condition of continued employment, employees must abide by this Policy. As a further condition of continued
employment, any employee who is convicted of a violation of any criminal drug statute related to the unlawful
manufacture, distribution, dispensation, possession or use of controlled substances in the workplace must inform the
Company no later than five (5) days after such conviction of the fact of the conviction. Any employee who is so convicted
shall be subject to disciplinary action, up to and including, but not limited to, termination of employment.

National EWP in its sole discretion may require an employee who is convicted of any offense set forth above to
satisfactorily participate and complete a drug use/abuse assistance or rehabilitation program as a condition of continued
employment.

During Employment - Reasonable Suspicion-Based Drug Testing
If National EWP has a reasonable suspicion that an employee is (1) intoxicated or under the influence of drugs or alcohol
or (2) has used drugs or alcohol on Company premises, jobsites, or during working time, the employee may be directed to
undergo an immediate drug and/or alcohol test at an independent licensed laboratory to determine his/her fitness for
duty.

A reasonable suspicion may be based upon the employee's appearance, conduct and/or behavior (including, but not
limited to, slurred speech, bloodshot eyes, unstable movement, inability to comprehend and respond to questions,
physical symptoms of alcohol or drug influence, lapses in performance, and/or the smell of alcohol on one's breath or
person) or upon other factors constituting reasonable suspicion. Failure to cooperate with the drug test will result in
immediate termination.

Reasonable suspicion-based testing may also be directed when an employee is involved in any accident. If the employee
works in a position where an accident may put the public, the employee, or a co-worker in danger of serious harm, then
the employee may be tested after any accident. An example of such a position may include but is not limited to a truck
driver.

If the employee is not employed in such a position, testing as a result of an accident will occur when the accident results
in any of the following: (1) the death of a person; (2) permanent or partial disability; or (3) a personal injury requiring
medical attention away from the scene of the accident; or (4) damage to Company property, unless National EWP has
determined that, without any dispute, the incident is totally the fault of others; or Any industrial injury where an employee
injures himself or herself on the job or causes injury to another person (employee or third party) shall constitute
reasonable suspicion and shall be a basis for requiring the employee to be tested for drugs and alcohol.

Any physical or verbal altercation with another employee or with a non-employee during working hours or at any time on
Company premises unless National EWP has determined that, without any dispute, the incident is totally the fault of
others.

Refusal to cooperate fully in these drug and/or alcohol testing procedures due to reasonable suspicion will result in
immediate termination. If the Company directs an employee to undergo drug or alcohol testing based upon a reasonable
suspicion, the employee will be placed on unpaid leave from the time of the initial testing until test results are received

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