2006 - Smoking in the Workplace

© 2006 SHRM

SHRM Weekly Online Survey: January 24, 2006

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%.

© 2006 SHRM


Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following?

74%

36%

32%

26%

20%

7%

7%

3%

2%

1%

5%

72%

32%

27%

17%

19%

5%

4%

2%

0%

0%

6%

Have designated smoking areas (outside of common areas)

Offer a smoking cessation program

Have policies that limit the number of breaks employeescan take during the day

Have written policies that state that smoking inundesignated areas may result in termination

Ban smoking in the workplace (both inside and outside ofbuilding)

Charge higher health care premiums for smokers

Prefer to not hire smokers

Ask about smoking behavior in the recruiting process

Charge higher life insurance premiums for smokers

Have a formal policy against hiring smokers

Other

2006

2004

Percentage will not add to 100% as multiple responses were allowedPercentage will not add to 100% as multiple responses were allowed

© 2006 SHRM


Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following?

Choice Count Percent of Sample

Have designated smoking areas (outside of common areas) 386 73.8%

Offer a smoking cessation program 190 36.3%

Have policies that limit the number of breaks employees can take during the day

165 31.5%

Have written policies that state that smoking in undesignated areas may result in termination

135 25.8%

Ban smoking in the workplace (both inside and outside of building) 102 19.5%

Charge higher health care premiums for smokers 37 7.1%

Prefer to not hire smokers 35 6.7%

Ask about smoking behavior in the recruiting process 13 2.5%

Have a formal policy against hiring smokers 4 0.8%

Other (please specify): 25 4.8%

Percentage will not add to 100% as multiple responses were allowed

© 2006 SHRM


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

© 2006 SHRM


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

Documents

2006 - Smoking in the Workplace