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Strategies for Managing Smoking in the Workplace: Insights from HR Professionals

This report analyzes the responses of 523 HR professionals regarding workplace smoking policies. Conducted from January 24-30, 2006, the survey aimed to explore how organizations are addressing smoking behaviors to reduce healthcare costs. With a response rate of 19%, the findings reveal varied approaches, including non-smoking policies, informational initiatives during Open Enrollment, and incentives for employees to quit smoking. The study highlights the challenges HR faces in balancing employee rights and health regulations concerning smoking in the workplace.

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Strategies for Managing Smoking in the Workplace: Insights from HR Professionals

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  1. 2006 - Smoking in the Workplace • Sample comprised of 523 randomly selected HR professionals. • Analyzing 523 of 2986 emails sent, 2732 emails were received (response rate = 19%). • Survey fielded January 24 – January 30, 2006; presentation generated on January 31, 2006. • Margin of error is +/- 4.0%.

  2. Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following? Percentage will not add to 100% as multiple responses were allowed Percentage will not add to 100% as multiple responses were allowed

  3. Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following? Percentage will not add to 100% as multiple responses were allowed

  4. Other • We have no policies targeting smokers • Unfortunately there are too many smoke breaks and it is not monitored at all. • Rely upon California law. • Reduce the employee's "discretionary" bonus by $100 • Requirement, one of which is that the employee and covered dependents must be non-smokers. • Provide literature on smoking during Open Enrollment, payroll stuffers, Employee health fairs. Also, formally recognize those who have successfully stopped smoking through publication on site newsletter and with a gift certificate. • Pay lower insurance rates because we have a non-smoking facility • Participate in "smoke-out" days • Our employees work in a secured environment, therefore, are unable to leave the premise during their shift and must remain indoors. We inform potential employees of this fact during the recruiting process. • I am a one-man shop and a reformed smoker • Will go all campuses smoke free in 06

  5. Online Resources • HR caught between conflicting laws on smoking and the workplace - http://www.shrm.org/hrnews_published/archives/CMS_008289.asp • Policy on smoking breaks -http://www.shrm.org/hrtools/policies_published/CMS_004320.asp • A High-Tech Approach for Quitting Smoking - http://www.shrm.org/hrtx/library_published/nonIC/CMS_013491.asp • Investing in Smoking Cessation Pays Dividends for Employers and Employees Alike - http://www.shrm.org/rewards/library_published/benefits/nonIC/CMS_014462.asp • Workplace Wellness Toolkit - http://www.shrm.org/hrtools/toolkits_published/CMS_013837.asp

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