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Smoking Policies for Workplaces - A Simple Guidethe lawThe Scottish Parliament has agreed that smoking in public places should be banned to protect people from the health risks of passive smoking. MSPs voted to approve the Smoking, Health and Social Care (Scotland) Act 2005, which creates smoke-free environments in offices, pubs, restaurants and other workplaces from 26 March 2006. The law requires enclosed public places, including workplaces, to be smoke-free. That means you, your staff, customers and visitors will not be allowed to smoke in the enclosed areas of your premises. In addition, within the workplace employers have a duty, under section 2 (1) of the Health and Safety at Work Act 1974, to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. health risksPassive 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:
why have a written policy?To communicate the new law and all of its implications, it is recommended that organisations develop and implement a written smoke-free policy. This policy should:
developing a policyStep 1 - A positive approachThe approach adopted by an employer in developing a policy will determine its success. It is essential that a smoke-free workplace is 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. The workplace is an ideal environment in which to encourage smokers to quit. As employees spend so much time at work, a supportive smoke-free workplace can provide the incentive that they need to succeed in quitting. While offering support to smokers may have resource implications, it is a very worthwhile exercise. Benefits may include:
Step 2 - Co-ordination of policy development and consultationStaff consultation should take place whatever the size of the workplace or organisation. In small workplaces only one or two persons may need to have the responsibility for co-ordinating the process towards creating a smoke-free policy. In a larger organisation a working group should be set up. The working group should represent all levels of the organisation, and it should have the support of senior management. It may be beneficial to include smokers, non-smokers and ex-smokers. The size of the working group will be dependent on the size of the organisation. Step 3 - Consult employeesIn preparing a written policy to reflect a smoke-free workplace, it is advisable to present a draft version of a new or revised policy to management, trade union representatives and key personnel. Following discussion and approval from management and senior personnel, the draft policy should be communicated to all employees for consideration. 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. Consideration may have to be given to some of the following issues, all of which will be at the discretion of the employer:
Step 3 - Collect feedback and revise the policyCollect feedback on the draft policy. There may be a need to revisit some issues and to consider re-stating:
Step 4 - InformAll 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. Circulate information through all possible media available to the organisation - newsletter, email, intranet, notice boards, staff memos, pay slips, staff meetings etc. Short seminars can be a very powerful way to deal with any issues or concerns. It is important to ensure that all staff is clear on the policy, its implementation, timescale and compliance. Step 5 - Implement the policyGive employees proper notice of the revised policy and when it will be introduced. 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 the Smoking, Health and Social Care (Scotland) Act 2005 becomes law, notice would not be required, re the provisions of the Act. Step 6 -Review the policyEstablish a system for monitoring and review. This could include a physical inspection of the work-site, an audit of awareness of the policy among employees, compliance levels and enforcement feedback from managers. Depending on the findings of the review, the policy may need to be re-stated to staff. additional supportThe Scottish Centre for Healthy Working Lives can help you develop a policy. You can contact the national helpline on 0800 019 2211 or log onto the website at The Scottish Executive has also developed a useful website to assist organisations to comply with the smoke-free law www.clearingtheairscotland.com The national Smokeline can support those who want to stop smoking and advise on local support: Smokeline 0800 848484 |
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Last updated 29 July, 2006 by Pragmatix Communication | Sitemap |
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