Exhibit 10.5

AGREEMENT

between

AVENTINE RENEWABLE ENERGY, INC.

and

UNITED STEEL, PAPER AND FORESTRY, RUBBER,

MANUFACTURING, ENERGY, ALLIED INDUSTRY AND

SERVICE WORKERS INTERNATIONAL UNION

ON BEHALF OF LOCAL 7-662

November 5, 2012

Through

October 31, 2015

TABLE OF CONTENTS

AGREEMENT

between

AVENTINE RENEWABLE ENERGY, INC.

and

UNITED STEEL, PAPER AND FORESTRY, RUBBER,

MANUFACTURING, ENERGY, ALLIED INDUSTRY AND

SERVICE WORKERS INTERNATIONAL UNION

ON BEHALF OF LOCAL 7-662

It is understood that this Agreement covers all hourly employees employed by the Employer at its Pekin, Illinois Plant, but excludes all office clerical, professional employees, guards and supervisors, as defined in the Act.

It is agreed by Aventine Renewable Energy, Inc. (hereinafter called the “Company” or the “Employer”) and the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industry and Service Workers International Union on behalf of Local 7-662 or its successors (hereinafter called the “Union”), on behalf of employees described above, that the Articles set forth herein shall constitute the Agreement between the parties which shall be in effect from November 5, 2012 through October 31, 2015, and which, if not terminated at the end of that period by sixty (60) days’ prior written notice of a desire to terminate by one party to the other, shall continue in effect from year to year thereafter, unless terminated on any annual anniversary date by either party giving sixty (60) days’ written notice prior to such anniversary date.

It is also agreed that either party, sixty (60) days prior to any subsequent anniversary date, may serve notice on the other of its desire to amend, rather than terminate the Agreement, in which event the terms and conditions of the Agreement shall continue in full force and effect until amended by mutual consent, or terminated by either party upon sixty (60) days’ written notice.

The Company and Union acknowledge that the use of the masculine pronoun herein, is somewhat inconsistent with non-discriminatory policy. Its use is for editorial convenience only, and should not be taken as a sex identification.

NON-DISCRIMINATION

The parties agree that there shall be no discrimination with regard to race, color, creed, sex, age, veterans, disabled, veterans of the Vietnam era, or national origin in the application of the terms of this Labor Agreement.

ARTICLE 1

MANAGEMENT’S RIGHTS

It is agreed that the Company unilaterally retains any and all rights not expressly limited by the specific terms of this Agreement. Among these rights, but not intended as a wholly inclusive list, shall be the right to manage the business and to direct the workforce, including the right to plan, direct and control plant operations; to determine schedules and hours of work including reasonable overtime, and to assign work to employees, to change, combine, eliminate, increase, decrease, transfer or reassign jobs or duties, to set the wage rates for the newly created jobs; to determine the means, methods, processes and schedules of production; to determine the products to be manufactured or processed, and the plant and facility at which they are to be manufactured or processed; to determine the location of its plants and the continuance of its operating departments; to determine whether work or services should be performed by the company or by other sources; to establish and require employees to observe Company rules and regulations; to hire, layoff, rehire, promote, transfer or relieve employees from duties for lack of work or other legitimate reasons; to maintain order; to suspend, demote, discipline or discharge employees for just and sufficient cause and to unilaterally make any decisions which, in the opinion of management, the efficient operation of the plant requires, provides that no such decisions shall be exercised in violation of any specific terms of this Agreement.

ARTICLE II

BARGAINING

The Company recognizes the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industry and Service Workers International Union on behalf of Local 7-662, which organization has been certified by the National Labor Relations Board as the exclusive representative of said employees of the Company, for the purpose of collective bargaining with respect to wages, hours of employment and other conditions of employment.

ARTICLE III

EMPLOYEE’S DUTIES

For the purpose of using the workforce in the most efficient and economical manner, employees will perform any duties to which they may be assigned. This may include the assignment of duties which overlap job classifications within Aventine Renewable Energy, Inc.

ARTICLE IV

SENIORITY

ARTICLE V

HOURS OF WORK

It is agreed that shifts cannot be filled by strict seniority, but that qualifications and the Company’s needs for training, and union participation in Safety, Operations, and Quality audit joint committee’s must be considered.

ARTICLE VI

OVERTIME

The following guidelines are established for this purpose, but are not necessarily all inclusive and should conditions of an unusual nature exist which make it impractical or impossible to follow the guidelines, or in situations where no guidelines exist, Management will handle the overtime assignment in accordance with its best judgment. An employee will be paid time and one-half of the job rate, including appropriate shift differential, for all work performed in excess of the daily scheduled hours or in excess of forty (40) hours in any one week. However the hours paid for on a daily overtime basis will not be used again in computing weekly overtime in excess of forty (40) hours.

ARTICLE VII

FILLING TEMPORARY VACANCIES

To provide for flexible and efficient operations, temporary vacancies which the Company determines are necessary to fill will be filled with the most qualified employee. In general, the step-up system will be followed in each group. (Guidelines will be posted in the Departments.)

FILLING PERMANENT VACANCIES

If the Company determines it is necessary to fill a permanent vacancy, it shall be filled in the following manner:

The vacancy shall be posted in the group where the vacancy exists for a period of five (5) calendar days. The Company shall then select the most qualified senior employee who has bid on the vacant position. However, when a bid job becomes available that an employee would have otherwise been awarded based on his seniority had he been qualified, the Company will award him the bid and provide the training necessary so long as the employee has not turned down the training opportunity when last offered on their bid shift. Should this employee fail to qualify on the awarded bid job, he shall be able to exercise his seniority on any available bid job for which he is qualified. The Company will determine the training needs.

If no eligible (as defined above) employee within the group has signed the bid, the vacancy may be posted on a Plant Wide basis following the steps outlined above.

Department bids will become effective two (2) weeks after they are posted except, due consideration will be given to eligible (as defined above) employees who are absent from the Plant while the bid is posted because of vacation, sickness or other excused absence. After the above guidelines are met, then the Company may fill the vacant position from the outside.

ARTICLE VIII

SCHEDULING

ARTICLE IX

LAYOFF

ARTICLE X

GRIEVANCES AND DISPUTES

It is agreed that any employee or group of employees may, individually or through their representatives present grievances to Management.

If an employee believes himself to have been injured or treated unfairly by the Company by reason of improper application of any of the articles of this Agreement, he may seek redress as follows:

FIRST, he may make complaint to his immediate supervisor, either individually or through his job steward. All complaints must be submitted within five (5) days of the occurrence of the initial cause. The Company will not be obligated to review or process any complaint/grievances which are submitted more than five (5) days after the initial cause of the complaint/grievance.

SECOND, if satisfaction is not obtained, he may within seven (7) calendar days of the occurrence take the matter up in writing with the superintendent or his representative in the following manner:

The Superintendent shall, within ten (10) working days after the complaint has been received by him, render a decision in writing; provided, however, that this requirement shall only apply in the event the complaining party or his representative has also submitted in writing with the timely complaint, full and complete information and facts respecting the basis for the complaint, including the particular part of the Agreement that allegedly has been violated. In the event the Superintendent does not reply in writing within ten (10) working days as above provided, the employee or his representative may proceed with the third step as follows:

THIRD, if the Superintendent fails to reply or his decision is not satisfactory, the complainant may, individually or through his representative, at the earliest possible time request the complaint be considered by the Joint Committee.

FOURTH, if after being considered by the Joint Committee, the Company’s response is not satisfactory, the complainant may individually or through his representative, within thirty (30) calendar days after notification of the decision, notify the Director, Human Resource in writing of the complaining party’s desire to arbitrate the grievance. As soon as practicable thereafter and in any event within thirty (30) calendar days of receipt of such notice, the complainant or his representative and the Director, Human Resource shall jointly request the Federal Mediation and Conciliation Service to submit the names of seven (7) arbitrators. Within thirty (30) days after receipt of the panel of arbitrators submitted by the Director of the Federal Mediation and Conciliation Service, the complainant or his representative and the Director, Human Resource will attempt to meet for the purpose of striking arbitrators. Each party shall alternately strike a name from the panel until only one name remains. The Company and the Union or the grievant, if represented by himself, shall alternate striking the first name. The decision of the arbitrator so selected shall be final and binding upon both parties. The arbitrator is confined to rendering a decision within the terms and provisions of this Agreement. In all cases of grievance presented under this Article, the Company will furnish to the representative of the employee all information in its possession necessary to a full understanding of the subject matter of the grievance, and in like manner the employees and their representative will cooperate with the Company to facilitate the prompt handling of grievances under this Article.

The Company and the complainant, or his representative, shall each pay their own expenses incident to the presentation of their respective cases, however all other expenses, including the Arbitrator’s fee and expenses shall be shared equally by the Union or the grievant, if represented by himself, and the Company.

It is understood that the employee’s representative shall have the right to participate in the settlement of grievances only as specified in this Article. Accordingly, the employee’s representative shall not have the right to be present or participate in any investigations which the Company may undertake involving an employee represented by the bargaining unit.

In each instance where a specified number of days is required for the timely processing of grievances, the number of days shall be calendar days, unless otherwise specified herein. If the employee fails to process a complaint/grievance in a timely and complete manner according to the above provisions of this Article, the complaint/grievance shall be considered void and non-arbitrable.

If the settlement of a grievance involves payment to an employee, the Company shall have the option to schedule an employee to make up the missed work in lieu of pay within 90 calendar days.

ARTICLE XI

DISCHARGE, SUSPENSION,

AND RESIGNATION

ARTICLE XII

NO STRIKE

ARTICLE XIII

LEAVES OF ABSENCE

ARTICLE XIV

MISCELLANEOUS

ARTICLE XV

PHYSICAL EXAMINATIONS

The Company may, in cases of constantly recurring absence from duty or in other exceptional cases require an employee to submit to a physical examination by a physician appointed by the Company.

If the findings of such physicians are that an employee does not meet the minimum physical requirements for his job, the employee may obtain a physical examination by a second physician agreeable to the employee at the employee’s expense. If the findings of the second physician are not consistent with the medical opinion expressed by the physician appointed by the Company, the employee may be examined by a third physician agreeable to the employee and the Company. The findings of the third physician as to the facts of such person’s medical condition shall be final. The cost of this examination shall be shared equally by the Company and the employee. All examinations shall be at the expense of the Company, except as indicated above.

ARTICLE XVI

EMPLOYEE BENEFITS

Employees shall be eligible to participate in the Company’s current Employee Benefit Plans: namely (A) Pension Plan; (B) Company sponsored Health and Welfare Plan, which includes Medical, LTD, ADD, Life Insurance, and Dental; (C) Sickness and Accident Plan; (D) Severance Pay Plan; (E) Savings/Retirement Plan subject to the terms and provisions of such Plans. The provisions of the Plans will determine all the questions arising thereunder and in connection with the Plans. It is agreed that no dispute, grievance or questions arising from the application of or in connection with any of the Plans will be subject to the arbitration procedure described in Article X.

ARTICLE XVII

HOLIDAYS

*The timing of an employee’s Personal Holiday shall be subject to Management approval based on the need for efficient operations.

**An employee on S & A or Workers Compensation at the end of a contract year will not be removed to utilize unused Personal Holidays. These Personal Holidays must be used by February 1^st of the following calendar year.

If called in on a scheduled holiday off, or double over onto a scheduled holiday off, the hours worked will not be used to offset holiday not worked pay.

Approved leaves of absence as defined or allowed for in the contract or other leaves, as allowed for by the Company, bonafide medical emergency leaves or other emergency leave, where acceptable proof will be required, will not nullify holiday pay. Absence on the holiday, if scheduled, or the day before or the day after the holiday, if scheduled, for unverifiable or minor illness that would not have prevented an employee from working or for reasons unacceptable to the Company, will nullify holiday pay.

ARTICLE XVIII

VACATION

This language shall not, in any case, allow for the exceeding of the stated vacation allotment defined by each department.

ARTICLE XIX

WAGES

ARTICLE XX

CHECK-OFF – UNION SECURITY

ARTICLE XXI

VALIDITY

If any provision of this Agreement is in violation of any Federal, State, or Local Law, the other provisions of this Agreement will remain in full force and effect.

Dated 11/5/12

The following Benefit Plans are effective November 5, 2012.

Aventine Renewable Energy, Inc. will recognize CPC service for vesting purposes only.

The foregoing notwithstanding, it is also agreed that for persons hired into the bargaining unit on and after January 1, 2001, those employees and only those employees will have no right to carry over health or other benefits past retirement.

3. Sickness and Accident

$ 585.00 per week; 4-day waiting period, unless hospitalized; maximum of twenty-six (26) weeks. However, the waiting period may be waived on a case-by-case basis for out-patient surgery that would normally have been performed on an in-patient basis.

The following Benefit Plans are effective November 1, 2013.

Aventine Renewable Energy, Inc. will recognize CPC service for vesting purposes only.

The foregoing notwithstanding, it is also agreed that for persons hired into the bargaining unit on and after January 1, 2001, those employees and only those employees will have no right to carry over health or other benefits past retirement.

$ 595.00 per week; 4-day waiting period, unless hospitalized; maximum of twenty-six (26) weeks. However, the waiting period may be waived on a case-by-case basis for out-patient surgery that would normally have been performed on an in-patient basis.

The following Benefit Plans are effective November 1, 2014.

Aventine Renewable Energy, Inc. will recognize CPC service for vesting purposes only.

The foregoing notwithstanding, it is also agreed that for persons hired into the bargaining unit on and after January 1, 2001, those employees and only those employees will have no right to carry over health or other benefits past retirement.

$ 610.00 per week; 4-day waiting period, unless hospitalized; maximum of twenty-six (26) weeks. However, the waiting period may be waived on a case-by-case basis for out-patient surgery that would normally have been performed on an in-patient basis.

APPENDIX A

RATE SCHEDULE

SHIFT DIFFERENTIAL

Second Shift - $ .25                         Third Shift - $ .50

DRY MILL ADDENDUM

This Dry Mill Addendum to the July 2^nd, 2006 Collective Bargaining Agreement (“2006 Agreement”) entered into and agreed to on this 2^nd day of July, 2006, by Aventine Renewable Energy, Inc. (the “Company”) and the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industry and Service Workers International Union on behalf of Local 7-662 (the “Union”) or its successors.

W I T N E S S E T H

Section 1:

The Company recognizes the Union as exclusive bargaining agent for all hourly-paid employees, employed at its Pekin, Illinois, Dry Mill facility excluding office employee’s clerical employees, managerial employees, professional employees and supervisors.

Section 2:

When used herein “Dry Mill Group” means those employees regularly assigned to and performing work in and at the Dry Mill facility. The term “Wet Mill” shall refer to the physical plant and job positions and operations in place prior to the construction of the “Dry Mill”; provided however, that the term “Yeast Plant” shall refer to the operating, jobs and physical facility associated with Aventine Bio Products.

Section 3 – Transition from Wet Mill to Dry Mill:

The parties recognize and agree that initial staffing of bargaining unit positions in and for the Dry Mill shall be accomplished in accordance with the provisions of this Section 3.

(a) Such seven (7) hourly-paid job vacancies shall be for:

(i) Any one of three (3) positions for first shift in the Dry Mill;

(ii) Any one of two (2) positions for second shift in the Dry Mill;

(iii) Any one of two (2) positions for third shift in the Dry Mill.

The normal hours of work for all employees assigned to the Dry Mill shall be:

HOURLY HOLIDAYS

(Dates Observed)

2013

HOURLY HOLIDAYS

(Dates Observed)

2014

HOURLY HOLIDAYS

(Dates Observed)

2015