CTFM - Smoke Free Environments

1. Research the Issue:

Review data about the health and economic consequences of smoking.

Examine the legal aspects of smoking at the workplace.

Review what other companies have done related to smoking. Look at their policies, incentives, cessation programs, support mechanisms, and of course, what they have achieved. Where possible, talk to the key manager involved.

Survey employees to determine how many smoke, what attitudes are held about smoking at the workplace, how they feel about instituting restrictions, and whether a policy and cessation program would influence the behavior of smokers.

2. Gain Top Management Commitment:

Make a top management level decision to develop a policy designed to restrict and/or ultimately ban smoking in the worksite. Get clear agreement on why this policy is important to the company and what the organization hopes to accomplish through it.

Obtain commitment to the policy and reasons behind it from all key managers, including smokers.

3. Gain Employee Commitment:

Find "allies" within the worksite, such as the occupational physician and nurse, the labor representatives, and the benefits and personnel representatives.

Include smoking and nonsmoking employee representatives on the policy design committee and, if appropriate, form employee implementation committees.

4. Develop a Policy and/or Program:

Review policies from companies with similar goals and examine model policies developed by various nonsmoking advocate groups.

Examine union contracts to determine whether any have stipulations about smoking.

Involve a representative group of employees in developing the policy.

Draft a policy that achieves the goals of management. Include details about why smoking must be reduced at work, what the policy covers, how it will be enforced, and how noncompliance will be dealt with.

Gain support for the written policy from top management.

Meet with middle managers.

5. Plan the Implementation:

Select or hire a staff person to oversee the smoking policy implementation and program development.

Establish an employee committee to recommend a plan and procedures for implementing the policy. Include representatives from all levels of employees, from unions and other appropriate employee groups, and from various locations (if the company has more than one site) and include smokers and nonsmokers.

Ask the committee to address specific aspects of implementation, such as the phase-in period, an information campaign, options for cessation programs, incentives, support groups, and rewards for employees who do not smoke.

6. Announce the Policy:

Announce the policy and implementation program to employees. Depending on the extent of the policy, provide from 1 to 12 months or more (in the case of a total ban) for comments and for incremental changes leading to full implementation.

7. Implement the Policy:

Hold a series of open meetings with employees allowing them to vent their feelings and make recommendations for improvements in the implementation plan. Involve a top company executive in the meetings to lend support to the importance of the effort.

8. Provide Information, Education, and Incentives:

Provide information about the hazards of smoking to all employees and, if possible, to their dependents as well. Use as many strategies as possible, such as print items (paycheck stuffers, letters sent to homes).

Offer several smoking cessation options for those smoking employees who wish to quit. If possible, include a range of methods and arrangements (classes at work, self-help materials, counseling, etc).

Offer a variety of incentives to further encourage and reward those who do not smoke.

9. Consider Other Changes:

Consider the feasibility and advisability of implementing other environmental changes such as eliminating all cigarette machines from the premise, prohibiting the sale of cigarettes, and improving the air filtering system.

Consider other policy changes that support the smoking policy and the goals of management, such as extending tuition reimbursement to cover community-based cessation programs; switching life, health, and disability insurance to a provider that offers differential rates for smokers and nonsmokers; and offering non-smokers the difference between the insurer's charges for smokers' versus nonsmokers' coverage.

10. Obtain Feedback (and redesign the policy or program if necessary):

Continually monitor all aspects of the policy implementation and provide feedback to the managers responsible.

Consider maintaining the employee advisory committee or another representative group to handle problems that require arbitration or mediation.

To the extent possible, evaluate the results of the policy and program. Gather data on numbers and percentages of all smokers who quit or the percentage who quit as the result of a cessation program, and gather data on changes in absentee and accident rates of smokers versus nonsmokers and quitters before and after they stop, on health care costs of smokers versus nonsmokers, and on the cost of cleaning and maintenance before and after implementing a total or limited smoking ban.

11. Reap the Benefits:

Based on the experience of most companies that have developed and implemented policies, programs, and incentives designed to reduce or eliminate smoking among employees, before long your organization will reap a range of benefits from the efforts. Enjoy them, and enjoy the clean air.

For a copy of the "Guide to Mobile's Smoke-Free Dining, 2002-2003" (adobe acrobat format), please click the Guide (picture on the right).

NOTE: ACROBAT READER MUST BE USED TO VIEW THE ABOVE FILE. FOR A

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1.    Restaurants shall:
    a.    designate at least seventy-five percent (75%) of the total seating capacity to non-smokers. Non-smoking area shall be posted "no smoking."
    b.    clearly designate all "Smoking Areas" and post signs to identify the "Designated Smoking Areas."

2.    Exception – Restaurants or eating establishments with a seating capacity of less than two (2) persons.

3.    All public restrooms shall be posted as "No Smoking."

4.    A vending machine containing tobacco products shall not be in any area where minors (under the age of 19) are allowed.

5.    No one shall be permitted to smoke in any municipal building or facility whether owned or leased by the City of Mobile. However, smoking may be permitted in uncarpeted, designated smoking areas in the City's Convention Center and Civic Center when the building is leased for a private function where the general public is not invited. A damage deposit may be required in such instances for cleaning and smoke damage repair purposes.

6.    Smoking is prohibited in the common area and corridors of all malls within the City and its police jurisdiction.

7.    The minimum non-smoking areas in hotels and motels are 75% of the lobby and at least 35% of the total number of private rooms.

8.    Every owner, manager, and employer in the city shall adopt, implement, and maintain a written policy, including a statement that smoking is prohibited except in clearly posted designated areas.

Local Boards of Education must develop, revise, or modify present policies to include provisions for the following mandates:

Adopt a uniform policy prohibiting all persons from using tobacco products on school property and prescribing specific penalties for students and school personnel who violate this policy

Source: Alabama Administrative Code 290-030-010-.06
               School Safety and discipline Accountability
               Local Boards of Education and Staff Responsibilities.

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