tobacco? The popularity of vaping is
on the rise as smokers seek healthier alternatives or try to quit tobacco.
But the long-term health e;ects of
the practice are unknown. A 2015
report from the National Institute
for Occupational Safety and Health
recommended that e-cigarettes be
included in indoor smoking bans
due to the limited safety data available. At the workplace, 44 percent
of employers included e-cigarettes
and other vaporizers in their smoking policies, according to the results
of a 2016 SHRM survey on smoking
in the workplace. Another 33 percent
reported that they planned to adopt
a vaping policy.
You’ll also need to ;gure out how
to ensure that employees who say
they are tobacco-free actually are.
In some ;rms, workers must sign a
PREPARING THE GROUND
ucts, and 10 percent o;er a discount
for participating in a program to quit
smoking, according to the Society
for Human Resource Management’s
(SHRM’s) 2018 Employee Benefits
survey report. Meanwhile, 18 percent
impose a smoking surcharge.
Rolling out e;ective anti-smoking policies takes time and prepa- ration. For one thing, “you have
to decide what is subject to the surcharge,” says Brent Haugh, executive
vice president at Lockton Dunning
Benefits, an employee benefits consulting business in Houston. “Will the
occasional cigar trigger the surcharge?
How will you de;ne a tobacco user?”
Another consideration: Will your
policy include electronic cigarettes,
which deliver nicotine without using
Lockton Dunning Benefits benchmarked how 132 companies structure tobacco surcharges. The results, from 2017, illustrate the
options available and the decisions employers must make as they develop these programs.
How do employers determine whether someone is a tobacco user? What is the surcharge for employees
Who is subject
to a surcharge?
What are the separate surcharge
amounts for employees and spouses
(each, per year)?
How are spouses included
in the surcharge?
What is the combined employee and
spouse surcharge amount (per year)?
legal a;davit, while other companies
require employees to take blood or saliva tests.
Any smoking-cessation program
must be crafted so that it deals with
the physical, emotional and psychological aspects of trying to quit.
“Smokers need to start to build a
nonsmoker identity,” says Amanda
Graham, senior vice president with
the Truth Initiative, an anti-tobacco
nonpro;t organization in Washington,
D.C. “They need to understand what
they will look like after they have quit,
and that vision fully ;eshed out is what
keeps people on track.”
The withdrawal symptoms that
come with kicking the habit can be
quite uncomfortable, so give workers
the support and resources necessary
to manage them, including access to
nicotine gum and patches.
sign an affidavit
Blood test for cotinine,
which develops once
nicotine enters the body
Saliva swab test for
nicotine and cotinine
Employees and spouses
Combine the employee
and spouse into one charge
Separate charges for each
QUIZ yourself about the high
costs of smoking.