By Caroline Alexis,
Project Planning Division
Ministry of Health, Trinidad
Smoking or
Non-Smoking?
Health and Safety in the Workplace
As research reveals more and more of the impact of smoking on the health of smokers, as well as persons in frequent contact with them, this question arises more and more for employees and activists concerned about health and safety in the workplace.
Tobacco smoke has been officially classified as a carcinogen and many business cannot adequately filter the smoke through their ventilation system (US Environmental Protection Agency 1990). Curbing smoking in the workplace has been gaining momentum, in the light of recent lawsuits in the US and Europe, and increased awareness of the effects of passive smoking in the workplace.
Non-smokers are clamouring for their right to work in a pro-clean air environment, rather than succumb to the effects of environmental tobacco smoke, which can cause respiratory illness and eye irritation. It can worsen allergy symptoms, as well as increase the health risk of unborn babies, aggravate cardiovascular disease and lung cancer (EPA 1990 & American Lung association, 1994).
Smokers, on the other hand, are concerned about the infringements on their right to smoke and the possibility of job discrimination, if there is an adoption of a total ban in the workplace. (Risk Analysis, 1993).
Employers must address the issue and provide a healthy and safe environment free of recognized hazards for their employees and clients.
Developing a policy to regulate smoking in the workplace can
either eliminate or minimise the exposure to tobacco smoke.
The policy can establish:
a) A smoke-free environment, where smoking will not be permitted
on the organization's compound or,
b) Smoking sections in the organization with/out structural adjustment
to the ventilation system.
Regardless of the direction of the policy, the process must be gradual, seek staff input and include the following steps:
1. Research. The department responsible for employees'
safety and wellness should seek information on the effects of
smoking and the benefits of regulating smoking the the workplace.
Information can be obtained from the internet, documentation centres
of the Pan American Health Organization, and the local Health
Authorities. An attitudinal questionnaire can be administered
among the staff to seek their feelings on smoking in the workplace.
Following the data-gathering process, a synopsis of the information
can be included in the preamble of the policy document.
2. Tie the benefits of regulating smoking in the workplace
to the mission statement of the organization. Highlighting
the benefits of regulating smoking in the workplace can be supported
by the philosophy of the organization. Companies must strive to
conduct business in a safe and healthy environment, as well as
improve morale and productivity among employees and minimise absenteeism
and work-related illnesses.
3. Draft the policy proposal. The components of the policy
should be reflective of the the information which was gathered
and the type and structure of the organization.
The components should cover:
Areas to be considered smoke-free (e.g. offices, customer areas);
educational programs for the staff; support programs for current
smokers and delegation of responsibility for implementing and
monitoring the policy.
4. Consult with other key persons. After it has been
drafted, consultation is necessary to ratify the policy. Possible
consultants are:
* Managers of other organizations which have implemented a smoke-free
policy. Enquire specifically about their strategies, success and
the problems encountered during implementation.
* Key personnel in the organization responsible for implementing
and enforcing the policy. These should include trade union officers,
human resource managers, training personnel and security officers.
* Employees of the organization. Their input can be obtained at
staff meetings or through suggestion boxes. Involving employees
will give a sense of ownership, participation and empowerment
and gain support for the new policy.
5. Develop an action plan. The action plan accompanies the policy and must identify strategies to be utilized in implementation, resources required and quality indicators. It will not only give a format to organize the implementation process but include the measures to indicate the effectiveness of the policy.
6. Indicate the target date for full implementation. Most smoking policy documents indicate that full implementation can take up to 24 months. Employees must be given time to adjust to the change. Frequent and open communication is essential to sensitize them and hence encourage voluntary compliance.
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