The Trend Towards Smoke Free Workplaces

In 2006, the American Lung Association published results of a Gallup poll in which 95 percent of Americans feel that smoking should be completely banned at offices, or at least have a separately ventilated area for smokers.

Apparently, state lawmakers agree. All 50 states have policies in place regarding non smoking rules in government buildings, bars, restaurants, and other workplaces. California, New Jersey, Delaware, and New York are just four areas where legislators have passed smoke free air laws. On the federal level, a 1997 law passed by former President Clinton banned smoking in all federal government buildings.

One of the reasons for the laws was to eliminate or significantly decrease health effects on nonsmokers. When employees are exposed to secondhand smoke, they not only become ill, but employers also have awarded unemployment benefits, disability payments, and worker's compensation to employees who have missed time due to smoke exposure related illnesses. These people are 17 percent more likely to develop lung cancer than those who work in smoke free facilities.

Employers bear high costs when they hire smokers. They suffer from higher rates of absenteeism, decreased productivity, increased early retirement, and higher health care insurance rates. There are many extra maintenance costs as well: getting rid of smoke pollution, re-ventilation costs, and charges for possible property and fire damage.

It is possible for companies to be held liable for smoke related illnesses under the American Disabilities Act. Anyone filing a claim can say that their respiratory condition has affected their right to breathe clean air; referred to on WorkingSmokeFree.com as "one of life's major activities." In the past, Burger King has been sued for exposing asthmatic children to secondhand smoke. A waiter at a different restaurant suffered a smoke-induced heart attack after being around cigarette smokers while waiting tables.

Once businesses make the decision to go smoke free, much of the burden is lifted off their shoulders. Among some of the benefits:

For restaurants or bars, the ban has not had affected tourism or regular customer business. In New York City for example, sales increased almost nine percent after their smoking ban took effect.

In Montana, cases of heart attacks dropped 40 percent when the smoke free air law was instituted in 2003.

Employers have the option to help employees quit smoking. In one year in the United Kingdom with support programs in place, the average quit rate was around 13%

Implementing a smoke free policy can boost a company's corporate image.

Policies regarding smoking can be implemented in phases and clearly communicated to all employees through the use of training, manuals, and regular announcements.

Increased employee morale; a company shows that they care for their employees and want them to work in a clean, safe environment.

If your workplace does not already have a smoke free policy and you want to establish one, WorkingSmokeFree.com suggests some steps to take:

Analyze current policies about smoking at work and secondhand smoke regulations in your area.

Conduct a survey of staff members regarding their attitudes on second hand smoke and how they feel about adopting such a policy.

Work on a time table for development and implementation.

Form a committee and decide who will be responsible for various phases of putting the rules into effect.

Meet with managers to outline your plan and communicate your ideas to staff through communication mediums such as newsletters and paychecks.

Decide if you are able and would like to provide programs to help smokers quit.

Be prepared to handle employee complaints and conflicts.

Once your plan has been in place for some time, use surveys again to impact how your policy is working.

You can even provide incentives to employees who have quit or have put in a lot of time towards putting the policy in place, such as recognizing them in the company newsletter. This will reinforce their positive behavior and may encourage others to participate in quitting support programs.

Smoke free workplaces should be a right and not a privilege. However, it is up to employees and companies alike to ensure these policies are put in place. Overall, there will be less risk for the employer and more productive, happier employees.