Passive smoking means breathing in other people's tobacco smoke. The health risks of exposure to second-hand smoke or 'environmental tobacco smoke' (ETS), as it is also known, are clear.
The Scientific Committee on Tobacco and Health concludes that:
The approach adopted by an employer in developing a policy will determine its success. It is essential that a smoke-free workplace be promoted in terms of the positive benefits. Going smoke-free equals cleaner air and better health for staff, customers and the general public, and supports smokers who want to quit.
Organisations wishing to implement a no smoking policy will need to ensure that all departments are involved in the process. Human resources and health and safety sections in particular will be very important as a policy is developed and enforced.
To communicate the new law and all of its implications, it is recommended that organisations develop and implement a written smoke-free policy. This should include the following
Steps:
1. Planning
2. Implementation
3. The future
Step 1: Planning
Meeting of managers & representatives
An effective working party will play a vital role in ensuring the effective development, implementation and monitoring of the smoking policy.
The working party could include:
The group should include smokers, non-smokers and ex-smokers - this will help provoke discussion and ensure that all points of view are considered. The size of the group will determine the size of the organisation. The group should be regularly communicated with and be directly accountable to senior management.
Discussion areas:
In preparing a written policy to reflect a smoke-free workplace, it is advisable to present a draft version of a new revised policy to management, trade union representatives and key personnel. After approval from management and senior personnel, the draft policy should be communicated to all employees. All employees should have an opportunity to understand in advance the rationale of the smoke-free policy and what it will mean for them in practice. The work environment may change as a result of the policy and this may raise issues and concerns for employees, management and especially for smokers. Some of the following issues may need to be discussed at the discretion of the employer:
Will an outdoor area for smokers be provided, and if so, does it comply with the law?
The policy may need to be re-assessed if the employers have raised some concern.
Step 2: Implementation
The policy should cover all areas of the workplace:
Consider how the policy will apply to visitors to the site - put up signs wherever appropriate. Establish what the consequences will be for those failing to comply.
Inform
Circulate information through all possible media available to the organisation. This could be via:
Short seminars can be a very powerful way to deal with any issues or concerns. It is important to ensure that all employees are clear on the policy, its implementation, timescale and compliance. The minimum period of notice is usually 12 weeks, or the period of notice stipulated in the employment contract. However legal requirements must take precedence e.g. when a Smoking law such as the Smoking Health and Social Care (Scotland) Act 2005 came into place, notice would not be required, re the provisions of the Act.
Step 3: The future
Monitoring and reviewing
Once the policy has been implemented, it needs to be monitored: this will help you find out how effective it is, and to make incremental changes where necessary. It’s a good idea to review the policy every six months or every year, and to consult the workforce on any proposed changes.
Supporting employees wanting to give up
The introduction of a smoke-free workplace may be just the opportunity some employees needed to encourage them to give up smoking. Offer them support by making information available about local smoking cessation programmes - if the workplace is big enough it may be possible to run a support group in-house.
