Implementing a smoking policy.[check] This checklist provides guidance for those who wish to implement a smoking policy in their company or organisation. It is primarily aimed at those implementing a company-wide policy, although it is also relevant for single sites or departments. Many organisations have restricted smoking at work, either totally or partially, due to pressure from employees and the requirements of the 1974 Health and Safety at Work Act, which places a responsibility on employers to protect the health of their workers. The 1992 Management of Health and Safety at Work Regulations require employers to implement methods to minimise the risks against health. The addictive ad·dic·tive adj. 1. Causing or tending to cause addiction. 2. Characterized by or susceptible to addiction. addictive ( nature of nicotine nicotine, C10H14N2, poisonous, pale yellow, oily liquid alkaloid with a pungent odor and an acrid taste. It turns brown on exposure to air. makes changing an employee's ability to smoke at work a sensitive issue, and it is important to help smokers adjust to restrictions by offering counselling on cutting down or stopping smoking. The aim of a smoking policy should not be to harass harass (either harris or huh-rass) v. systematic and/or continual unwanted and annoying pestering, which often includes threats and demands. This can include lewd or offensive remarks, sexual advances, threatening telephone calls from collection agencies, hassling by smokers, but should be to create an environment that is acceptable both to smokers and non-smokers. Definition A smoking policy provides guidelines guidelines, n.pl a set of standards, criteria, or specifications to be used or followed in the performance of certain tasks. for employees on where and when they can smoke in an organisation, and states the disciplinary action to be taken against those who do not comply, and the disciplinary procedures disciplinary procedure A sanction, or restriction of the right to practice medicine, imposed on a professional to be used. Advantages of a smoking policy Through implementing a smoking policy, an organisation:</p> <pre> creates a healthier and cleaner working environment complies with health and safety legislation on ensuring the health, safety and welfare of employees can protect itself against legal action brought by employees suffering from the effects of passive smoking shows a caring attitude towards the health of employees can reduce absenteeism ab·sen·tee·ism n. 1. Habitual failure to appear, especially for work or other regular duty. 2. The rate of occurrence of habitual absence from work or duty. through smoking-related illness. </pre> <p>Disadvantages of a smoking policy A smoking policy: * may make smokers feel they are being victimised * may cause conflict between smokers and non-smokers (especially if smokers are allowed "smoking breaks" in "smoking rooms") *requires careful and time-consuming time-con·sum·ing adj. Taking up much time. time-consuming Adjective taking up a great deal of time Adj. 1. consultation between the employer, employees and trade unions. Action checklist 1. Designate des·ig·nate tr.v. des·ig·nat·ed, des·ig·nat·ing, des·ig·nates 1. To indicate or specify; point out. 2. To give a name or title to; characterize. 3. a Smoking Policy Committee The members of the Smoking Policy Committee should be drawn from all levels of the organisation and should include both smokers and non-smokers. The Committee will help manage the design, implementation and running of the smoking policy. Appoint a coordinator (not necessarily from senior management, but someone with project management experience who commands respect, has excellent communication and negotiation skills, and can get things done) to oversee the project. Include at least one representative from each trade union to which employees belong, to provide guidance on the union view. 2. Gather the views of employees Workers' opinions on smoking in the organisation and the strength of feeling towards a smoking policy should be ascertained as·cer·tain tr.v. as·cer·tained, as·cer·tain·ing, as·cer·tains 1. To discover with certainty, as through examination or experimentation. See Synonyms at discover. 2. . (Undertaking an employee attitude survey is covered in a related checklist). These views must be taken into account when deciding what level of smoking policy will be implemented (a complete or partial ban). The survey will also provide information on the number of smokers and which department or area they work in, as well as show employees that their opinions are important and valued on this delicate issue. 3. Communicate the need for a policy to all employees Feed back the results of the survey to employees, showing how many people are in favour of a smoking restriction--including those who are smokers themselves. Indicate the reasons why a smoking policy is needed including, where applicable, complaints from customers and non-smoking non-smoking non adj → non-fumeur employees. Use notice boards, newsletters and team briefings to get this message across. 4. Draw up a smoking policy Decide on the level of smoking restriction. * Total ban. A total ban may seem to be the ideal, but it can cause problems with those who simply cannot cope without having an occasional smoke, leading them to sneak off Verb 1. sneak off - leave furtively and stealthily; "The lecture was boring and many students slipped out when the instructor turned towards the blackboard" slip away, sneak away, sneak out, steal away and smoke in toilets and spare rooms. A total ban may be possible if it is brought in gradually, allowing smokers time to adjust to the policy by cutting down their intake or stopping smoking altogether. * Restricting smoking to certain rooms. Providing "smoking rooms" alleviates many of the problems of smoking at work, but requires that spare rooms are available, and that they can be properly ventilated ven·ti·late tr.v. ven·ti·lat·ed, ven·ti·lat·ing, ven·ti·lates 1. To admit fresh air into (a mine, for example) to replace stale or noxious air. 2. and cleaned. Non-smokers may feel aggrieved ag·grieved adj. 1. Feeling distress or affliction. 2. Treated wrongly; offended. 3. Law Treated unjustly, as by denial of or infringement upon one's legal rights. if they see smokers disappearing to a smoking room for a "break" whenever they like. If this method is used it must be properly supervised su·per·vise tr.v. su·per·vised, su·per·vis·ing, su·per·vis·es To have the charge and direction of; superintend. [Middle English *supervisen, from Medieval Latin to avoid over-use/abuse. * Restricting smoking to certain areas. This is less ideal than restricting smoking to certain rooms, as smoke can drift drift, deposit of mixed clay, gravel, sand, and boulders transported and laid down by glaciers. Stratified, or glaciofluvial, drift is carried by waters flowing from the melting ice of a glacier. into non-smoking areas, even with ventilation ventilation, process of supplying fresh air to an enclosed space and removing from it air contaminated by odors, gases, or smoke. Proper ventilation requires also that there be a movement or circulation of the air within the space and that the temperature and . The Workplace (Health, Safety and Welfare) Regulations 1992 lay a duty on the employer to protect nonsmokers from tobacco smoke in rest areas. Make the policy site--or company-wide to avoid conflict between departments where smoking is allowed and those where it is not. The policy should also cover customers and visitors to the organisation. Where the visits will last a reasonable length of time it is advisable ad·vis·a·ble adj. Worthy of being recommended or suggested; prudent. ad·vis  a·bil to offer a smoking room.
Draw up a list of disciplinary procedures for those who do not comply with the policy. Consult with union representatives over this. Designate who will be involved in any disciplinary proceedings. 5. Present the policy to senior management The backing of senior management is essential to the success of the scheme, as they may have to deal with the grievances raised by the employees. 6. Prepare to help staff stop smoking Every effort should be made to help employees who wish to stop smoking; this can be done by putting them in touch with local "stop smoking" classes, or by hiring a counsellor who specialises in nicotine addiction Noun 1. nicotine addiction - an addiction to nicotine drug addiction, white plague - an addiction to a drug (especially a narcotic drug) . 7. Draw up an implementation timetable Remember that there is a statutory time requirement regarding changing conditions of employment conditions of employment that part of an employment that sets out the duties, responsibilities, hours of work, salary, leave and other privileges to be enjoyed by persons employed, for example a veterinary nurse, in private practice. . Consult with union representatives over this. For many smokers, a restriction on smoking will have a major impact on their working life; they should be given time to adjust to the new policy, and it can be helpful to limit disciplinary action during the implementation period. 8. Communicate the policy to all staff Ensure that staff are aware of the policy. Notify employees stating when the policy will come into effect, and the disciplinary consequences of non-compliance. Make sure that areas or rooms where smoking is allowed or restricted are clearly communicated. Ensure that new staff are made aware of the policy. 9. Implement the policy A member of the Smoking Policy Committee should be available at all times to deal with problems. Signs and posters should be put up in areas where smoking is not allowed or is restricted. In organisations that frequently have visitors signs should be visible where people enter the building. 10. Evaluate the policy Check the number of breaches of the policy and any complaints made by smokers and non-smokers. A breach of the rules should be acted on--a few breaches can lead to widespread non-observance. Remember that any evaluation procedure should be carried out regularly, at least once a year. 11. Make revisions or modifications Use the information obtained from the evaluation to make any changes to the policy. For example, if smoke drifts into non-smoking areas, further restrictions or other measures may be required. 12. Feedback the results Report back to senior management and all employees on the success of the policy and any changes that have been made. Mention any comments made by suppliers, customers, visitors or health and safety officials with regard to the "cleaner" environment. Dos and don'ts for implementing a smoking policy Do * Obtain the opinions of employees on smoking in the organisation. * Offer smokers counselling on how they can kick the habit. * Stress that the introduction of the policy is for the benefit of all employees. * Adhere to adhere to verb 1. follow, keep, maintain, respect, observe, be true, fulfil, obey, heed, keep to, abide by, be loyal, mind, be constant, be faithful 2. any disciplinary actions that have been written into the policy. Don't * Forget about involving the unions. * Implement a policy all at once. * Make exceptions in the policy--for senior management for example. Useful reading Books Wellness at work: protecting and promoting employee wellbeing, Lynda A C MacDonald London: Chartered Institute of Personnel and Development The Chartered Institute of Personnel and Development (CIPD) is the leading professional body for those involved in the field of personnel, training and development. Membership of the CIPD is highly respected and widely accepted by employers as a requirement of practice. , 2005 Smoking policies, Tricia Jackson Jackson. 1 City (1990 pop. 37,446), seat of Jackson co., S Mich., on the Grand River; inc. 1857. It is an industrial and commercial center in a farm region. London: Institute of Personnel and Development, 1999 Journal articles Smoke signals, David Meilton Public Finance, 5 Nov 2004, pp25-27 Where now for workplace tobacco controls, Vanessa Bryson IRS An abbreviation for the Internal Revenue Service, a federal agency charged with the responsibility of administering and enforcing internal revenue laws. Employment Review, 20 Jun no 778, 2003, pp18-21 Useful addresses Action on Smoking and Health (ASH), 102 Clifton Street, London, EC2A 4HW Tel: 020 7738 5902 www.ash.org.uk QUIT, Ground Floor, 211 Old Street, London CC1V 9NR Tel: 020 7251 1551 www.quit.org.uk Health Promotion Departments are listed under local health authorities in the local phone book. They are able to supply details of "Stop smoking" classes and also useful publicity material. Thought starters * Have you ever smoked? What helped you to stop? * Have any of your previous workplaces employed a smoking policy? Did it work? * What are the penalties for smoking? |
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