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[summary:protected] => The CPWR Toolbox Talk on Working Around Vehicles in the Work Zone addresses methods to avoid being struck-by a vehicle on a construction site. The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish.
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CONTENTS 
Introduction
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and
construction trades workers face a higher-than-average risk of cancer,
lung disease, central nervous system damage, and other illnesses
due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace
toxics, workers’ risk skyrockets. Building trades workers smoke
cigarettes at a rate nearly 60% higher than the general population.
They use chewing tobacco at a rate almost double that of whitecollar
workers.
Over the years, we’ve improved safety and health on construction
jobs by requiring hardhats and other protective gear.We have also
educated workers about hazards on the job, including the dangers of
drug and alcohol use. Similarly, we’re now educating workers about
the risks of toxic chemicals, including tobacco, to help prevent the
devastating effects these substances can have on them and their
families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.
In developing tobacco control policies, it is important to focus on
tobacco as a health issue, not as a comfort or social issue. Likewise,
the focus should be on tobacco use, not on the tobacco user.
Tobacco is an addictive substance, and most users would like to quit.
It is more likely that the policy will be implemented successfully if it
is framed in terms of worker health.
WHAT IS
THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.
All workers, including temporary
workers, as well as visitors, customers,
etc. are subject to this smoking ban while
in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as
they meet ventilation requirements and as long as the employer also
provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction
sites, unless an employer or a local ordinance bans it. Similarly, it
permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it.
If someone smokes at an enclosed worksite and a complaint is filed,
both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking
ban. Generally, fines are $100 for the first violation, $200 for the
second violation, and $500 for the third violation. If an employer has
had three violations within one year and smoking continues, any
worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can
range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A
TOBACCO-FREE
WORKPLACE
Since the California law does not address outdoor workplaces, why
should employers and unions go beyond the law? Why should they
consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or
quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS 
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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[_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [68] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 68 [type:protected] => category [parent:protected] => 2 [label:protected] => Maintenance Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [69] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 69 [type:protected] => category [parent:protected] => 2 [label:protected] => Millwright [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [70] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 70 [type:protected] => category [parent:protected] => 2 [label:protected] => Operating Engineer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [72] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 72 [type:protected] => category [parent:protected] => 2 [label:protected] => Paper Hanger [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [73] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 73 [type:protected] => category [parent:protected] => 2 [label:protected] => PCC/Restoration [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [74] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 74 [type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [77] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 77 [type:protected] => category [parent:protected] => 2 [label:protected] => Refractory Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [63] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 63 [type:protected] => category [parent:protected] => 2 [label:protected] => Reinforcing Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [78] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 78 [type:protected] => category [parent:protected] => 2 [label:protected] => Roofer/Waterproofer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [80] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 80 [type:protected] => category [parent:protected] => 2 [label:protected] => Sheetmetal Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [81] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 81 [type:protected] => category [parent:protected] => 2 [label:protected] => Sprinkler Fitter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [82] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 82 [type:protected] => category [parent:protected] => 2 [label:protected] => Stonemason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [62] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 62 [type:protected] => category [parent:protected] => 2 [label:protected] => Structural Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [83] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 83 [type:protected] => category [parent:protected] => 2 [label:protected] => Terrazzo Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [84] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 84 [type:protected] => category [parent:protected] => 2 [label:protected] => Tile Setter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [85] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 85 [type:protected] => category [parent:protected] => 2 [label:protected] => Truck Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [86] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 86 [type:protected] => category [parent:protected] => 2 [label:protected] => Welder [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [87] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 87 [type:protected] => category [parent:protected] => 3 [label:protected] => Commercial & Institutional [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [88] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 88 [type:protected] => category [parent:protected] => 3 [label:protected] => Demolition [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [89] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 89 [type:protected] => category [parent:protected] => 3 [label:protected] => Disasters [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [91] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 91 [type:protected] => category [parent:protected] => 3 [label:protected] => Heavy & Highway [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [90] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 90 [type:protected] => category [parent:protected] => 3 [label:protected] => Industrial [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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=> Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 94 [type:protected] => category [parent:protected] => 3 [label:protected] => Residential [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [95] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 95 [type:protected] => category [parent:protected] => 3 [label:protected] => Underground [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) ) [categories_initialized:protected] => 1 [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4426 [old_id:protected] => [elcosh_id:protected] => d001656 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Construction Dive -- DeWalt's Jobsite Pro headphones recalled for fire hazards [total_pages:protected] => 1 [billed_pages:protected] => 1 [publication_number:protected] => [part_of:protected] => [keywords:protected] => DeWalt, Fire Hazards, recall, headphones [comments:protected] => [summary:protected] => A recall notice by the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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[validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [47] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 47 [type:protected] => category [parent:protected] => 2 [label:protected] => Bricklayer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [49] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 49 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [51] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 51 [type:protected] => category [parent:protected] => 2 [label:protected] => Cement Mason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [55] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 55 [type:protected] => category [parent:protected] => 2 [label:protected] => Electrical Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [61] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 61 [type:protected] => category [parent:protected] => 2 [label:protected] => Interior Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [63] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 63 [type:protected] => category [parent:protected] => 2 [label:protected] => Reinforcing Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [62] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 62 [type:protected] => category [parent:protected] => 2 [label:protected] => Structural Ironworker 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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The resource includes a brief case example,... 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The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. [transition_comments:protected] => [external_link:protected] => [consol_link:protected] => [more_like_this:protected] => d000014,d000028,d000222 [permission_given_by:protected] => [published:protected] => T [billable:protected] => F [img_name:protected] => [img_ext:protected] => [img_width:protected] => [img_height:protected] => [img_credit:protected] => [img_practice:protected] => [vid_source_id:protected] => [vid_running_time:protected] => [vid_intended_audience:protected] => [vid_acquisition_info:protected] => [vid_cost:protected] => [vid_producer:protected] => [vid_filename:protected] => [vid_filename_downloadable:protected] => [date_summary:protected] => 1976 [date_permission_requested:protected] => [date_permission_received:protected] => 02/23/00 [date_review_needed:protected] => [date_received:protected] => 04/25/00 [date_completed:protected] => 05/04/00 [date_billed:protected] => 06/06/00 [date_modified:protected] => 06/28/12 [collBokExports:protected] => [lastBokExportCriteria:BaseElcoshItem:private] => [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [1440] => DocumentRecord Object ( [records:protected] => Array ( ) [recordId:protected] => [searchWordClass:protected] => [searchWordPeerClass:protected] => [bok_record:protected] => [authors:protected] => [organizations:protected] => [collections:protected] => [categories:protected] => [categories_initialized:protected] => [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => [old_record:protected] => [id:protected] => 1440 [old_id:protected] => 74 [elcosh_id:protected] => d000058 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => [language_id:protected] => 1 [tagging_id:protected] => Clayton Sinyai [priority_id:protected] => 1 [title:protected] => NIOSH Update: New Leads for Lung Disease Prevention Offered in NIOSH Study That Charts Areas of High Prevalence [total_pages:protected] => 3 [billed_pages:protected] => 3 [publication_number:protected] => [part_of:protected] => [keywords:protected] => Occupation, construction, safety, health, hazards, work, worker, workplace, COPD, risk, data, lung, NHNES, research [comments:protected] => Please have a direct title link to d000059. [summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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Disasters [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [91] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 91 [type:protected] => category [parent:protected] => 3 [label:protected] => Heavy & Highway [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [90] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 90 [type:protected] => category [parent:protected] => 3 [label:protected] => Industrial [alreadyInSave:protected] => [alreadyInValidation:protected] => 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Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 100 [type:protected] => category [parent:protected] => 6 [label:protected] => Toolbox Talks [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) ) [categories_initialized:protected] => 1 [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4431 [old_id:protected] => [elcosh_id:protected] => d001661 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Toolbox Talk: Challenges Preventing Falling Objects [total_pages:protected] => 0 [billed_pages:protected] => 0 [publication_number:protected] => [part_of:protected] => [keywords:protected] => dropped objects, falling objects, struck by incidents, struck by fatalities [comments:protected] => [summary:protected] => The CPWR Toolbox Talk on Challenges Preventing Falling Objects addresses the hazards of being struck by falling objects on the job site. The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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[alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [49] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 49 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [50] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 50 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpet Layer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [51] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 51 [type:protected] => category [parent:protected] => 2 [label:protected] => Cement Mason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [52] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 52 [type:protected] => category [parent:protected] => 2 [label:protected] => Commercial Diver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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Array ( ) ) [55] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 55 [type:protected] => category [parent:protected] => 2 [label:protected] => Electrical Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [56] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 56 [type:protected] => category [parent:protected] => 2 [label:protected] => Elevator Constructor [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [57] => Category Object ( [languages:protected] => 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59 [type:protected] => category [parent:protected] => 2 [label:protected] => Hazardous Waste Cleanup [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [60] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 60 [type:protected] => category [parent:protected] => 2 [label:protected] => HVAC [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [61] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 61 [type:protected] => category [parent:protected] => 2 [label:protected] => Interior Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [65] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 65 [type:protected] => category [parent:protected] => 2 [label:protected] => Landscaper [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [66] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 66 [type:protected] => category [parent:protected] => 2 [label:protected] => Lather [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [67] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 67 [type:protected] => category [parent:protected] => 2 [label:protected] => Lead Abatement Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 70 [type:protected] => category [parent:protected] => 2 [label:protected] => Operating Engineer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [72] => Category Object ( [languages:protected] => [bok_resources:protected] => 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[type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter 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[validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [78] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 78 [type:protected] => category [parent:protected] => 2 [label:protected] => Roofer/Waterproofer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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[files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4426 [old_id:protected] => [elcosh_id:protected] => d001656 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Construction Dive -- DeWalt's Jobsite Pro headphones recalled for fire hazards [total_pages:protected] => 1 [billed_pages:protected] => 1 [publication_number:protected] => [part_of:protected] => [keywords:protected] => DeWalt, Fire Hazards, recall, headphones [comments:protected] => [summary:protected] => A recall notice by the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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[_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [68] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 68 [type:protected] => category [parent:protected] => 2 [label:protected] => Maintenance Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [69] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 69 [type:protected] => category [parent:protected] => 2 [label:protected] => Millwright [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [70] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 70 [type:protected] => category [parent:protected] => 2 [label:protected] => Operating Engineer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [72] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 72 [type:protected] => category [parent:protected] => 2 [label:protected] => Paper Hanger [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [73] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 73 [type:protected] => category [parent:protected] => 2 [label:protected] => PCC/Restoration [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [74] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 74 [type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [77] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 77 [type:protected] => category [parent:protected] => 2 [label:protected] => Refractory Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [63] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 63 [type:protected] => category [parent:protected] => 2 [label:protected] => Reinforcing Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [78] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 78 [type:protected] => category [parent:protected] => 2 [label:protected] => Roofer/Waterproofer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [80] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 80 [type:protected] => category [parent:protected] => 2 [label:protected] => Sheetmetal Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [81] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 81 [type:protected] => category [parent:protected] => 2 [label:protected] => Sprinkler Fitter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [82] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 82 [type:protected] => category [parent:protected] => 2 [label:protected] => Stonemason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [62] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 62 [type:protected] => category [parent:protected] => 2 [label:protected] => Structural Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [83] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 83 [type:protected] => category [parent:protected] => 2 [label:protected] => Terrazzo Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [84] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 84 [type:protected] => category [parent:protected] => 2 [label:protected] => Tile Setter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [85] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 85 [type:protected] => category [parent:protected] => 2 [label:protected] => Truck Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [86] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 86 [type:protected] => category [parent:protected] => 2 [label:protected] => Welder [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [87] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 87 [type:protected] => category [parent:protected] => 3 [label:protected] => Commercial & Institutional [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [88] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 88 [type:protected] => category [parent:protected] => 3 [label:protected] => Demolition [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [89] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 89 [type:protected] => category [parent:protected] => 3 [label:protected] => Disasters [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [91] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 91 [type:protected] => category [parent:protected] => 3 [label:protected] => Heavy & Highway [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [90] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 90 [type:protected] => category [parent:protected] => 3 [label:protected] => Industrial [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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=> Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 94 [type:protected] => category [parent:protected] => 3 [label:protected] => Residential [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [95] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 95 [type:protected] => category [parent:protected] => 3 [label:protected] => Underground [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) ) [categories_initialized:protected] => 1 [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4426 [old_id:protected] => [elcosh_id:protected] => d001656 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Construction Dive -- DeWalt's Jobsite Pro headphones recalled for fire hazards [total_pages:protected] => 1 [billed_pages:protected] => 1 [publication_number:protected] => [part_of:protected] => [keywords:protected] => DeWalt, Fire Hazards, recall, headphones [comments:protected] => [summary:protected] => A recall notice by the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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[validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [47] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 47 [type:protected] => category [parent:protected] => 2 [label:protected] => Bricklayer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [49] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 49 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [51] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 51 [type:protected] => category [parent:protected] => 2 [label:protected] => Cement Mason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [55] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 55 [type:protected] => category [parent:protected] => 2 [label:protected] => Electrical Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [61] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 61 [type:protected] => category [parent:protected] => 2 [label:protected] => Interior Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [63] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 63 [type:protected] => category [parent:protected] => 2 [label:protected] => Reinforcing Ironworker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [62] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 62 [type:protected] => category [parent:protected] => 2 [label:protected] => Structural Ironworker 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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The resource includes a brief case example,... 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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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/document/4426/d001656/Construction%2BDive%2B--%2BDeWalt%2527s%2BJobsite%2BPro%2Bheadphones%2Brecalled%2Bfor%2Bfire%2Bhazards.html [item:protected] => DocumentRecord Object ( [records:protected] => Array ( ) [recordId:protected] => [searchWordClass:protected] => [searchWordPeerClass:protected] => [bok_record:protected] => [authors:protected] => [organizations:protected] => [collections:protected] => [categories:protected] => Array ( [16] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 16 [type:protected] => category [parent:protected] => 7 [label:protected] => Fire & Explosions [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [44] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] 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[files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4426 [old_id:protected] => [elcosh_id:protected] => d001656 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Construction Dive -- DeWalt's Jobsite Pro headphones recalled for fire hazards [total_pages:protected] => 1 [billed_pages:protected] => 1 [publication_number:protected] => [part_of:protected] => [keywords:protected] => DeWalt, Fire Hazards, recall, headphones [comments:protected] => [summary:protected] => A recall notice by the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [65] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 65 [type:protected] => category [parent:protected] => 2 [label:protected] => Landscaper [alreadyInSave:protected] => [alreadyInValidation:protected] => 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[type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. [transition_comments:protected] => [external_link:protected] => [consol_link:protected] => [more_like_this:protected] => d000014,d000028,d000222 [permission_given_by:protected] => [published:protected] => T [billable:protected] => F [img_name:protected] => [img_ext:protected] => [img_width:protected] => [img_height:protected] => [img_credit:protected] => [img_practice:protected] => [vid_source_id:protected] => [vid_running_time:protected] => [vid_intended_audience:protected] => [vid_acquisition_info:protected] => [vid_cost:protected] => [vid_producer:protected] => [vid_filename:protected] => [vid_filename_downloadable:protected] => [date_summary:protected] => 1976 [date_permission_requested:protected] => [date_permission_received:protected] => 02/23/00 [date_review_needed:protected] => [date_received:protected] => 04/25/00 [date_completed:protected] => 05/04/00 [date_billed:protected] => 06/06/00 [date_modified:protected] => 06/28/12 [collBokExports:protected] => [lastBokExportCriteria:BaseElcoshItem:private] => [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [1440] => DocumentRecord Object ( [records:protected] => Array ( ) [recordId:protected] => [searchWordClass:protected] => [searchWordPeerClass:protected] => [bok_record:protected] => [authors:protected] => [organizations:protected] => [collections:protected] => [categories:protected] => [categories_initialized:protected] => [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => [old_record:protected] => [id:protected] => 1440 [old_id:protected] => 74 [elcosh_id:protected] => d000058 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => [language_id:protected] => 1 [tagging_id:protected] => Clayton Sinyai [priority_id:protected] => 1 [title:protected] => NIOSH Update: New Leads for Lung Disease Prevention Offered in NIOSH Study That Charts Areas of High Prevalence [total_pages:protected] => 3 [billed_pages:protected] => 3 [publication_number:protected] => [part_of:protected] => [keywords:protected] => Occupation, construction, safety, health, hazards, work, worker, workplace, COPD, risk, data, lung, NHNES, research [comments:protected] => Please have a direct title link to d000059. [summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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Disasters [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [91] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 91 [type:protected] => category [parent:protected] => 3 [label:protected] => Heavy & Highway [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [90] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 90 [type:protected] => category [parent:protected] => 3 [label:protected] => Industrial [alreadyInSave:protected] => [alreadyInValidation:protected] => 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Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 100 [type:protected] => category [parent:protected] => 6 [label:protected] => Toolbox Talks [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) ) [categories_initialized:protected] => 1 [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4431 [old_id:protected] => [elcosh_id:protected] => d001661 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Toolbox Talk: Challenges Preventing Falling Objects [total_pages:protected] => 0 [billed_pages:protected] => 0 [publication_number:protected] => [part_of:protected] => [keywords:protected] => dropped objects, falling objects, struck by incidents, struck by fatalities [comments:protected] => [summary:protected] => The CPWR Toolbox Talk on Challenges Preventing Falling Objects addresses the hazards of being struck by falling objects on the job site. The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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[alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [49] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 49 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [50] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 50 [type:protected] => category [parent:protected] => 2 [label:protected] => Carpet Layer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [51] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 51 [type:protected] => category [parent:protected] => 2 [label:protected] => Cement Mason [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [52] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 52 [type:protected] => category [parent:protected] => 2 [label:protected] => Commercial Diver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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Array ( ) ) [55] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 55 [type:protected] => category [parent:protected] => 2 [label:protected] => Electrical Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [56] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 56 [type:protected] => category [parent:protected] => 2 [label:protected] => Elevator Constructor [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [57] => Category Object ( [languages:protected] => 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59 [type:protected] => category [parent:protected] => 2 [label:protected] => Hazardous Waste Cleanup [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [60] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 60 [type:protected] => category [parent:protected] => 2 [label:protected] => HVAC [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [61] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 61 [type:protected] => category [parent:protected] => 2 [label:protected] => Interior Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [65] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 65 [type:protected] => category [parent:protected] => 2 [label:protected] => Landscaper [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [66] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 66 [type:protected] => category [parent:protected] => 2 [label:protected] => Lather [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [67] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 67 [type:protected] => category [parent:protected] => 2 [label:protected] => Lead Abatement Worker [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 70 [type:protected] => category [parent:protected] => 2 [label:protected] => Operating Engineer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [71] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 71 [type:protected] => category [parent:protected] => 2 [label:protected] => Painter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [72] => Category Object ( [languages:protected] => [bok_resources:protected] => 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[type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter 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[validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [78] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 78 [type:protected] => category [parent:protected] => 2 [label:protected] => Roofer/Waterproofer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [79] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 79 [type:protected] => category [parent:protected] => 2 [label:protected] => Scaffold Erector [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => 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[files:protected] => [language:protected] => Language Object ( [id:protected] => 1 [code:protected] => en [name:protected] => English [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [old_record:protected] => [id:protected] => 4426 [old_id:protected] => [elcosh_id:protected] => d001656 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => 0 [language_id:protected] => 1 [tagging_id:protected] => Mike Aguilar [priority_id:protected] => 1 [title:protected] => Construction Dive -- DeWalt's Jobsite Pro headphones recalled for fire hazards [total_pages:protected] => 1 [billed_pages:protected] => 1 [publication_number:protected] => [part_of:protected] => [keywords:protected] => DeWalt, Fire Hazards, recall, headphones [comments:protected] => [summary:protected] => A recall notice by the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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associated with using fixed ladders. The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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Systems Carpenter [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [64] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 64 [type:protected] => category [parent:protected] => 2 [label:protected] => Laborer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [65] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 65 [type:protected] => category [parent:protected] => 2 [label:protected] => Landscaper [alreadyInSave:protected] => [alreadyInValidation:protected] => 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[type:protected] => category [parent:protected] => 2 [label:protected] => Pile Driver [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [75] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 75 [type:protected] => category [parent:protected] => 2 [label:protected] => Plasterer [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [76] => Category Object ( [languages:protected] => [bok_resources:protected] => [bok_topics:protected] => [bok_keywords:protected] => [id:protected] => 76 [type:protected] => category [parent:protected] => 2 [label:protected] => Plumber/Pipefitter 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. [transition_comments:protected] => [external_link:protected] => [consol_link:protected] => [more_like_this:protected] => d000014,d000028,d000222 [permission_given_by:protected] => [published:protected] => T [billable:protected] => F [img_name:protected] => [img_ext:protected] => [img_width:protected] => [img_height:protected] => [img_credit:protected] => [img_practice:protected] => [vid_source_id:protected] => [vid_running_time:protected] => [vid_intended_audience:protected] => [vid_acquisition_info:protected] => [vid_cost:protected] => [vid_producer:protected] => [vid_filename:protected] => [vid_filename_downloadable:protected] => [date_summary:protected] => 1976 [date_permission_requested:protected] => [date_permission_received:protected] => 02/23/00 [date_review_needed:protected] => [date_received:protected] => 04/25/00 [date_completed:protected] => 05/04/00 [date_billed:protected] => 06/06/00 [date_modified:protected] => 06/28/12 [collBokExports:protected] => [lastBokExportCriteria:BaseElcoshItem:private] => [alreadyInSave:protected] => [alreadyInValidation:protected] => [validationFailures:protected] => Array ( ) [_new:BaseObject:private] => [_deleted:BaseObject:private] => [modifiedColumns:protected] => Array ( ) ) [1440] => DocumentRecord Object ( [records:protected] => Array ( ) [recordId:protected] => [searchWordClass:protected] => [searchWordPeerClass:protected] => [bok_record:protected] => [authors:protected] => [organizations:protected] => [collections:protected] => [categories:protected] => [categories_initialized:protected] => [mapped_items:protected] => [content:protected] => [files:protected] => [language:protected] => [old_record:protected] => [id:protected] => 1440 [old_id:protected] => 74 [elcosh_id:protected] => d000058 [type:protected] => document [display_type:protected] => HTML only (and links) [user_id:protected] => [language_id:protected] => 1 [tagging_id:protected] => Clayton Sinyai [priority_id:protected] => 1 [title:protected] => NIOSH Update: New Leads for Lung Disease Prevention Offered in NIOSH Study That Charts Areas of High Prevalence [total_pages:protected] => 3 [billed_pages:protected] => 3 [publication_number:protected] => [part_of:protected] => [keywords:protected] => Occupation, construction, safety, health, hazards, work, worker, workplace, COPD, risk, data, lung, NHNES, research [comments:protected] => Please have a direct title link to d000059. [summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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advice.Part of a collection. Click on the 'collection' button to access the other items. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
[disclaimer_transformed:protected] =>© 2006— State of California, Department of Health Services
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The resource includes a brief case example, steps to prevent a related injury and questions for discussion. It includes an image that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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structural support that prevents collapses during construction. 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Wire rope supported must be desig... 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Click on the 'collection' button to access the other items. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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[summary:protected] => Summary of results from a 2002 NIOSH study showing that employees in construction, agriculture and certain manufacturing sectors are at elevated risk of COPD, attributed to workplace hazard exposures. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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The resource... 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a group workers observing a scaffold free of debris during high winds, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The resource includes a brief example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates a worker inspecting a Tower Crane before operation, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The res... 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The resource includes a case example, steps to prevent a related injury, and questions for discussion. It includes a graphic that illustrates the hazard, which can be posted in a central location as a reminder of steps to work safely. Available in English and Spanish. 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The recall is a result of... 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the United States Consumer Product Safety Commission affects over 300,000 DeWalt Jobsite Pro Headphones. The recall is a result of a malfunction that can cause earbuds to overheat while charging or during use, leading to fire and burn hazards. 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The supports for the counterweight must... 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The supports for the counterweight must be designed with a safety factor of four. 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Wire rope supported must be desig... 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Wire rope supported must be designed with a safety factor of 6. The scaffold must be inspected by a competent person daily. 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Click on the 'collection' button to access the other items. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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Copies of the complete article may be ordered directly from the Academy (email to: publications@nyas.org) or through Copyright Clearance Center (www.copyright.org). Copies of Volume 271 also are available through on-demand printing, and may be ordered directly from the Academy. -Barbara Goldman was the permission Grantor [summary:protected] => Abstract of a 1976 study of lung cancer and mesothelioma in a population of union insulators in New York. 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CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
CONTENTS
What Is the Law?
Benefits of a Tobacco-free Workplace
Issues to Consider When Restricting Tobacco Use
Tips for Making Tobacco Control Policies Successful
Model Policies
Going Beyond Restrictions: Helping Employees Quit
Resources
Appendices: Model Consent Language
Smoke-free Workplace Law
Sample Signs
INTRODUCTION
Why this book?
Work in the building trades can be dangerous. Building and construction trades workers face a higher-than-average risk of cancer, lung disease, central nervous system damage, and other illnesses due to the toxic substances they work with on a daily basis.
When the hazard of tobacco smoke is added to other workplace toxics, workers’ risk skyrockets. Building trades workers smoke cigarettes at a rate nearly 60% higher than the general population. They use chewing tobacco at a rate almost double that of whitecollar workers.
Over the years, we’ve improved safety and health on construction jobs by requiring hardhats and other protective gear.We have also educated workers about hazards on the job, including the dangers of drug and alcohol use. Similarly, we’re now educating workers about the risks of toxic chemicals, including tobacco, to help prevent the devastating effects these substances can have on them and their families.
Another way we can prevent the harmful effects of tobacco use is by
developing tobacco control policies for construction sites. While
California’s Labor Code bans smoking in indoor workplaces, it does
not address smoking at outdoor worksites or the use of other
tobacco products (like chewing tobacco) at work. The goal of this
labor-management manual is to provide information, discussion
points, and a blueprint for labor and management to work together
toward adopting voluntary joint tobacco control policies at
construction sites that aren’t covered by the state law.In developing tobacco control policies, it is important to focus on tobacco as a health issue, not as a comfort or social issue. Likewise, the focus should be on tobacco use, not on the tobacco user. Tobacco is an addictive substance, and most users would like to quit. It is more likely that the policy will be implemented successfully if it is framed in terms of worker health.
WHAT IS THE LAW?
LABOR CODE § 6404.5
California law (Labor Code § 6404.5)
says that no one shall smoke, and no
employer shall permit smoking, in an
enclosed workplace. “Enclosed” means
there are four walls and a ceiling. It
doesn’t matter whether there are
windows, louvers, or sliding doors
that open.All workers, including temporary workers, as well as visitors, customers, etc. are subject to this smoking ban while in an enclosed workplace.
Employers may provide indoor breakrooms for smokers, as long as they meet ventilation requirements and as long as the employer also provides non-smoking breakrooms.
The law permits smoking in outdoor workplaces, such as construction sites, unless an employer or a local ordinance bans it. Similarly, it permits smoking in truck cabs or truck tractors if no non-smoking
employees are present, unless an employer or a local ordinance bans it. If someone smokes at an enclosed worksite and a complaint is filed, both the individual smoker and the employer can be fined. In
different cities and counties, different agencies enforce the smoking ban. Generally, fines are $100 for the first violation, $200 for the second violation, and $500 for the third violation. If an employer has had three violations within one year and smoking continues, any worker can file a complaint with Cal/OSHA. Cal/OSHA penalties can range up to $70,000, depending on the seriousness of the situation.
BENEFITS OF A TOBACCO-FREE WORKPLACE
Since the California law does not address outdoor workplaces, why should employers and unions go beyond the law? Why should they consider adopting tobacco-free policies everywhere on the worksite?
There are a number of reasons to consider:
- HEALTHIER WORKFORCE
A tobacco-free workplace may encourage workers to cut back or quit using tobacco, leading to a healthier workforce.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- Smoking and toxic workplace chemicals are a dangerous
combination. Together, they increase the risk of disease many
times over. Tobacco smoke damages workers’ lungs so the lungs
are less able to protect themselves from other hazardous
substances found on the job.
- Cigarettes contain many common poisons, including some of the
same chemicals found in rat poison, toilet bowl cleaner, and
embalming fluid. Even the secondhand smoke inhaled by
non-smokers contains more than 4,000 chemicals.
- Smokeless tobacco is not a safe alternative to smoking. Chewing
tobacco can cause cancer of the mouth, larynx, and esophagus.
Chewing tobacco puts many harmful chemicals into the body,
including arsenic, cyanide, lead, and benzene.
- Tobacco use causes heart disease, lung cancer, emphysema, and
impotence. Quitting may stop or reverse many harmful health
effects.
- TAFT-HARTLEY FUND COSTS
Taft-Hartley Funds increasingly are paying the costs of tobacco use.- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- An estimated nine million smokers are covered by Taft-Hartley
Funds for their health care benefits.
- Treating tobacco-related illnesses adds more than $3.3 billion per
year to the expenses paid by Taft-Hartley Funds.
- Tobacco-related health care accounts for 5-11% of total Taft-
Hartley Fund costs. Because many smokers start to have medical
problems by their 40s and 50s, these costs must be covered by the
Funds. Non-smokers are more likely to stay healthier until their
70s, when Medicare takes over.
- Building trades workers smoke and chew tobacco at a much
higher rate than the general U.S. population.
- SAVE EMPLOYERS
MONEY
Tobacco-free workplaces may save employers money.- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
- A 2001 study published in Tobacco Control, a publication of the
British Medical Journal, showed that smokers not only take more
time off for sickness, but also are less productive than non-smokers.
The study covered 300 booking clerks at a large U.S. airline.
Current smokers were absent from work for sickness for 6.16 days
per year on average, compared with 4.53 days among ex-smokers
and 3.86 among those who never smoked. The study also showed
smokers to be less productive because they took smoking breaks
and often felt unwell, which impacted work performance. This
study illustrates some of the hidden costs of smoking for an
employer.
- Another recent study of 3,000 workers published in the Journal of
Occupational and Environmental Medicine found that healthy
workers have fewer workplace injuries and lower workers’
compensation costs. Of all the health risks studied, smoking was
the most costly. Annual workers’ compensation costs for a smoker
averaged $2,189 compared to $176 for a non-smoker.
- In 1990, the U.S. Office of Technology Assessment estimated that
disability and premature death of employees who smoke cost
American businesses $47 billion a year.
A tobacco-free policy may boost morale and improve labormanagement relations.
- A written tobacco-free policy is a way to let workers know that
management and the union value their health and well-being.
- A written policy provides clear guidelines for everyone...
ISSUES TO CONSIDER WHEN RESTRICTING TOBACCO USE
TYPES OF POLICIES
There are various types of tobacco control policies that labor and management may choose to adopt. Following is a brief description of three types.
A. TOBACCO-FREE POLICY
This is the most stringent policy. It prohibits tobacco use of any sort (cigarettes, cigars, pipes, chew) anywhere at the workplace.
B. 100% SMOKE-FREE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors. It does not address other types of tobacco use, such as chew.
C. RESTRICTED TOBACCO-USE POLICY
This policy prohibits smoking in all areas of the workplace, indoors and outdoors, except in designated areas. It may or may not restrict the use of other tobacco products, such as chew.
Once you have made the decision to adopt a tobacco use policy, there are a number of issues to discuss and resolve. Following are some key questions to address.
- INFORMED CONSENT
If the construction site is going to be tobacco-free, smoke-free, or have
restricted smoking areas, it is essential that prospective employees
know this ahead of time and consent to work under those conditions.
The job should be advertised as prohibiting tobacco use.
When applicants interview or sign up for the job, they should be informed orally, as well as in writing, of this requirement. Ask whether they understand it or have any questions.
Current workers and job applicants should sign a consent form stating that they understand the tobacco policy and will comply with it. This form should contain wording such as: “I have received and reviewed a copy of XYZ company’s tobacco-free [or smoke-free] policy and I understand and agree to abide by the rules set forth in that policy.”
Both workers and job applicants should be given information on resources available to help quit smoking or other tobacco use.
Temporary workers should be given a leaflet about the tobacco policy, along with how-to-quit information, when they pass the guard gate.
Because uniform enforcement is necessary for any tobacco policy to be effective, all contractors and sub-contractors must be informed about the policy prior to bidding and agree to abide by it. They should be given the written tobacco policy and disseminate it to all their workers.
- CLEAR
COMMUNICATION
In addition to communicating with everyone ahead of time, there must be ongoing clear communication at the worksite. Signs should be posted prominently stating “This Is a Non-Smoking Construction Site,”“No Smoking,” or “Smoking in Designated Areas Only” as
appropriate for the policy.
The policy itself should be clearly written, in language(s) employees understand. The complete policy should be posted prominently and accessible to workers.
The policy should be reinforced at health and safety committee meetings, tailgate meetings, and other regular employee or labormanagement meetings.
- BREAKS
If the policy permits smoking in designated areas, presumably on employee breaks, a number of issues should be considered. There should also be break areas for non-smoking employees, where they will not be exposed to others’ smoke. Scheduling of smoke breaks should be worked out—will they be at a regular time or when it fits with the work schedule? Finally, breaks should be allotted fairly. Smokers should not be allowed more breaks just because they smoke.
- ENFORCEMENT
AND DISCIPLINE
Enforcement of a tobacco use policy is one of the most difficult issues. In establishing a smoke-free workplace, the employer and the union will need to give careful thought to how the policy will be enforced.Will there be a “one strike and you’re out” rule? Or will there be progressive discipline — will those who break the rule be offered a chance to participate in an employee assistance program as an alternative to discipline? Following are arguments for and against a “one strike” rule and progressive discipline.
- WHICHEVER APPROACH
YOU CHOOSE
It is essential that the rules be consistently applied and enforced. For the policy to be implemented successfully, all employees must view enforcement as fair and consistent. If no-smoking rules are widely violated but only a few people are singled out for disciplinary action,
this discriminatory enforcement provides grounds for an arbitrator to overrule the employer if a worker files a grievance.
| ONE STRIKE RULE | |
|---|---|
Arguments For
|
Arguments Against
|
| PROGRESSIVE DISCIPLINE | |
|---|---|
Arguments for:
|
Arguments against:
|
TIPS FOR MAKING TOBACCO CONTROL POLICIES SUCCESSFUL
INVOLVE
Involve both union and management in planning and implementing the policy.
Establishing a special labor-management committee will help ensure that all views are heard and that the policy ultimately will be successful. If there already is a joint labor-management health and safety committee, that may be a useful forum for discussion.
EDUCATE
Educate everyone about the health hazards of tobacco use.
Even though we assume people know how harmful tobacco is, many don’t realize the severity of the hazard.
FRAME POLICY AS A HEALTH ISSUE
Frame the tobacco policy as a health issue, not a comfort or social issue.
It is easy to get bogged down in discussions of individuals’ rights to use tobacco. The point is that the policy is being enacted to protect and promote employees’ own health.
COMMUNICATE
Communication is key.
Inform everyone about the new policy. Notices should be prominent and written in language(s) that everyone understands.
ALLOW TIME
Allow time for the transition.
People respond more favorably if given time to adjust to a new policy."
FOCUS ON USE
Focus on tobacco use, not tobacco users.
Remember that tobacco is an addictive substance, and the vast majority of tobacco users would like to quit.
OFFER SUPPORT
Offer support programs to help motivated employees quit.
See the Resources section for programs that can help.
BE FAIR
Make sure enforcement of the policy is consistent and fair.
Everyone should understand what disciplinary action will be taken for violations.
ASSUME SUCCESS
Assume success.
Everyone will pick up on an optimistic attitude from top management and union leadership.
MODEL POLICIES
TOBACCO-FREE POLICY
Tobacco use is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Tobacco Use Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Tobacco Use Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
100% SMOKE-FREE POLICY
Smoking is prohibited is prohibited in all areas of the workplace, indoors and outdoors.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site.” Similar signs shall be posted at all break areas and restrooms.
All bulletin boards shall have a sign posted stating “Smoking Is Prohibited on This Construction Site.”
All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy.
RESTRICTED TOBACCO-USE POLICY
Smoking is prohibited in all areas of the workplace, indoors and outdoors, except in designated areas.
Each site shall designate an appropriate individual to assure compliance with this policy.
Signs shall be posted at all entrances to each site stating “Smoking Is Prohibited on This Construction Site Except in Designated Areas.” Similar signs shall be posted at all break areas and restrooms. Signs stating “This Is a Designated Smoking Area” shall be posted at appropriate locations.
All bulletin boards shall have a sign posted stating “Smoking is
Prohibited on This Construction Site Except in Designated Areas.”All employees and prospective employees shall be informed of this policy and must sign consent forms stating that they understand the policy and will comply with it.
Management will make available to employees resources to assist them in quitting tobacco use.
A copy of this policy shall be included in employee handbooks.
Management is responsible for the enforcement of this policy. See later section for enforcement options.
ENFORCEMENT LANGUAGE OPTIONS
ONE STRIKE
There is zero tolerance for violations of the tobacco use policy at this worksite. Violation of this policy shall result in termination after the first violation.
PROGRESSIVE DISCIPLINE
An employee’s first violation of the tobacco use policy shall result in a written warning.
An employee’s second violation within six months shall result in a one-day suspension.
An employee’s third or subsequent violation of this policy within six months shall result in a five-day suspension.
Any discipline imposed for the first offense in any 12-month period and any grievance filed in response thereto shall be held in abeyance pending voluntary completion by the employee of a tobacco cessation program mutually agreed upon between the employer and the employee. The cost of the program shall be covered by the employer’s group health insurance as any other illness is covered.
If the employee successfully completes such a program and is not disciplined for violation of this policy for six months following the initial charge, the discipline shall be revoked and shall not be used as the basis for any other disciplinary action in the future.
GOING BEYOND RESTRICTIONS: HELPING EMPLOYEES QUIT
The workplace is an ideal environment to encourage smokers to quit. Employees spend so much time at work that smoke-free policies there can provide the incentive they need to succeed.
However, quitting is not easy for most smokers. In fact, many smokers try to quit repeatedly before they succeed. Some may go through long-term "cycles" of not smoking and then smoking again.
Smoking cessation support at the worksite ideally includes a variety of methods and materials to meet the diverse needs of smokers. The American Lung Association, American Cancer Society, health departments, HMOs, and other groups have self-help materials and group behavior-modification programs. Some options are described here.
SELF-HELP
PROGRAMSSelf-help programs are attractive to many smokers because they offer privacy and flexibility. Many of the available self-help materials (booklets, videotapes, and quit kits) are appropriate for use at the worksite. Good self-help materials should provide employees with information to help understand their smoking patterns, set quit dates, identify and resist smoking cues, explore alternatives to smoking, control weight gain, manage stress, and prevent relapse.
SMOKING CESSATION GROUP PROGRAMS
Although most smokers quit without formal assistance, some employees need the guidance and support provided by structured programs.Members of a group often provide support and counseling to one another. The employer can bring outside providers to the worksite to conduct smoking cessation group programs, or workers can be given a list of programs in the community.
PHARMACOLOGICAL AIDS
One important obstacle to quitting is nicotine addiction. Some smokers find drugs such as the anti-depressant Zyban®, nicotine gum, or the nicotine transdermal patch to be helpful. Nicotine replacement has been found to significantly increase the chances of successful cessation for smokers. Some union Health and Welfare Trust Funds offer coverage for nicotine replacement products. If the products are not covered by the Fund, employers may provide nicotine replacement products directly as a self-funded benefit, or may reimburse employees who use the products as part of an effort to quit smoking.
INCENTIVES
Special incentives can be very effective in increasing interest in quitting. Even small rewards or recognition, such as in a company newsletter, can help smokers succeed. Incentives give employees a
positive focus, reinforce motivation, and encourage cessation program participation. Take care, when offering incentives, to avoid their potential pitfalls: nonsmokers might feel slighted, employers can be outwitted by employees ("false" cessation), and determining the best reward may be difficult.
LEVELS OF SUPPORT
Employers may choose to offer various levels of support to workers who want to quit — comprehensive support, facilitation, or referral. Each level has its pros and cons.
| Level of Support |
Pros | Cons |
|---|---|---|
Comprehensive Support
|
|
|
Facilitation
|
|
|
Referral
|
|
|
RESOURCES
Information on
Smoking and Health
BUILT Project (Building Trades Unions Ignite Less Tobacco)
An educational program of the State Building and Construction Trades
Council of California. It educates and assists union members through
local unions, health and welfare trust funds, joint apprenticeship
training committees, and labor-management committees. BUILT also
provides speakers for union/committee meetings, and information
and literature about the health effects of tobacco, secondhand smoke,
and the workplace smoking law.
1225 Eighth Street, Suite 375
Sacramento, CA 95814
916-443-3302
e-mail: built@sbctc.org
web site: www.sbctc.org [about us] [built]
California Smokers’Helpline
A telephone program that helps individuals quit smoking. Helpline
services are free, funded by the California Department of Health. The
Helpline has services in English, Spanish,Mandarin, Cantonese,
Vietnamese, Korean, and TDD/TTY. There are also services for those
who want to quit chewing tobacco. The Helpline provides self-help
materials, a referral list of other programs, and confidential one-on one
telephone counseling. Those who use this phone counseling
double their chances of quitting for good.
1-800-NO-BUTTS
web site: www.californiasmokershelpline.org
Your local public health department: Check the County
Government section of your phone book.
Web Resources
TOBACCO AND
HEALTH
www.cdc.gov/tobacco
This is the Center for Disease Control and Prevention’s tobacco website.
It contains the Surgeon General reports as well as other published
studies and reports. Look for “Making Your Worksite Smoke-free – A
Decision Maker’s Guide” (www.cdc.gov/tobacco/secondhand_smoke/00_pdfs/fullguide.pdf). There is also a section on cessation.
www.smoke-free.ca
This is the website for Physicians for Smoke-free Canada. It is an
extremely complete website about tobacco issues. Look in “Chemicals” to find out what a poisonous cocktail cigarette smoke
is. Do you recognize any of these chemicals from your worksite?
CESSATION
www.californiasmokershelpline.org
The California Smokers’ Helpline is a free service for all Californians.
Their website explains the ways they help. See page 15 for information
on their toll-free telephone line.
www.lungusa.org/stop-smoking/
The American Lung Association has an effective quit program –
“Freedom From Smoking®.”
www.nicotine-anonymous.org
For those who are familiar with 12-step programs.
SECONDHAND SMOKE
http://oehha.ca.gov/air/environmental_tobacco/finalets.html
The California Office of Environmental Health Hazard Assessment
issued a report, “Health Effects of Exposure to Environmental
Tobacco Smoke,” in 1997. The entire report, including charts and
executive summary, are on this website.
www.no-smoke.org
Americans for Nonsmokers’ Rights is an a non-profit organization
that is very “activist” oriented. Their website has much of the basic
secondhand smoke information plus information on smoke-free
ordinances. It is an excellent resource for keeping up with what is
happening in the promotion of smoke-free air.
www.repace.com
James Repace is a health physicist who is perhaps the best authority
on the health effects of secondhand smoke. The “Fact Sheet on
Secondhand Smoke” on his website is basic reading for understanding
these effects.
Appendices
MODEL LANGUAGE
FOR CONSENT TO
WORK UNDER
TOBACCO CONTROL
POLICIES
LENGUAJE MODELO SOBRE
CONSENTIMIENTO
PARA TRABAJAR
BAJO PÓLIZAS PARA
EL CONTROL DEL
TABACO
THE SMOKE-FREE
WORKPLACE LAW
(§ 6404.5 OF THE
LABOR CODE)
§6404.5. (a) The Legislature finds and declares that regulation of smoking in the workplace is a
matter of statewide interest and concern.
It is the intent of the Legislature in enacting this section to prohibit the smoking of tobacco
products in all (100 percent of) enclosed places of employment in this state, as covered by this section,
thereby eliminating the need of local governments to enact workplace smoking restrictions within
their respective jurisdictions.
It is further the intent of the Legislature to create a uniform statewide standard to restrict and
prohibit the smoking of tobacco products in enclosed places of employment, as specified in this section,
in order to reduce employee exposure to environmental tobacco smoke to a level that will prevent
anything other than insignificantly harmful effects to exposed employees, and also to eliminate the
confusion and hardship that can result from enactment or enforcement of disparate local workplace
smoking restrictions.
Notwithstanding any other provision of this section, it is the intent of the Legislature that any
area not defined as a “place of employment” pursuant to subdivision (d) or in which the smoking of
tobacco products is not regulated pursuant to subdivision (e) shall be subject to local regulation of
smoking of tobacco products.
(b) No employer shall knowingly or intentionally permit, and no person shall engage in, the
smoking of tobacco products in an enclosed space at a place of employment.
(c) For purposes of this section, an employer who permits any nonemployee access to his or her
place of employment on a regular basis has not acted knowingly or intentionally if he or she has
taken the following reasonable steps to prevent smoking by a nonemployee:
(1) Posted clear and prominent signs, as follows:
(A) Where smoking is prohibited throughout the building or structure, a sign stating “No
smoking” shall be posted at each entrance to the building or structure.
(B) Where smoking is permitted in designated areas of the building or structure, a sign stating “Smoking is prohibited except in designated areas” shall be posted at each entrance to the building
or structure.
(2) Has requested, when appropriate, that a nonemployee who is smoking refrain from smoking
in the enclosed workplace. For purposes of this subdivision, “reasonable steps” does not include
(A) the physical ejection of a nonemployee from the place of employment or
(B) any requirement
for making a request to a nonemployee to refrain from smoking, under circumstances involving a
risk of physical harm to the employer or any employee.
(d) For purposes of this section, “place of employment” does not include any of the following:
(1) Sixty-five percent of the guest room accommodations in a hotel, motel, or similar transient
lodging establishment.
(2) Areas of the lobby in a hotel, motel, or other similar transient lodging establishment
designated for smoking by the establishment. An establishment may permit smoking in a designated
lobby area that does not exceed 25 percent of the total floor area of the lobby or, if the total area of
the lobby is 2,000 square feet or less, that does not exceed 50 percent of the total floor area of the
lobby. For purposes of this paragraph, “lobby” means the common public area of an establishment
in which registration and other similar or related transactions, or both, are conducted and in which
the establishment’s guests and members of the public typically congregate.
(3) Meeting and banquet rooms in a hotel, motel, other transient lodging establishment similar
to a hotel or motel, restaurant, or public convention center, except while food or beverage functions
are taking place, including setup, service, and cleanup activities, or when the room is being used for
exhibit purposes. At times when smoking is not permitted in a meeting or banquet room pursuant
to this paragraph, the establishment may permit smoking in corridors and prefunction areas adjacent
to and serving the meeting or banquet room if no employee is stationed in that corridor or area on
other than a passing basis.
(4) Retail or wholesale tobacco shops and private smokers’ lounges. For purposes of this paragraph:
(A) “Private smokers’ lounge” means any enclosed area in or attached to a retail or wholesale
tobacco shop that is dedicated to the use of tobacco products, including, but not limited to, cigars
and pipes.
(B) “Retail or wholesale tobacco shop” means any business establishment the main purpose of
which is the sale of tobacco products, including, but not limited to, cigars, pipe tobacco, and
smoking accessories.
(5) Cabs of motortrucks, as defined in Section 410 of the Vehicle Code, or truck tractors, as
defined in Section 655 of the Vehicle Code, if no nonsmoking employees are present.
(6) Warehouse facilities. For purposes of this paragraph, “warehouse facility” means a warehouse
facility with more than 100,000 square feet of total floor space, and 20 or fewer full-time employees
working at the facility, but does not include any area within a facility that is utilized as office space.
(7) Gaming clubs, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “gaming club” means any gaming club, as defined in Section 19802 of the Business and
Professions Code, or bingo facility, as defined in Section 326.5 of the Penal Code, that restricts
access to minors under 18 years of age.
(8) Bars and taverns, in which smoking is permitted by subdivision (f). For purposes of this
paragraph, “bar” or “tavern” means a facility primarily devoted to the serving of alcoholic beverages
for consumption by guests on the premises, in which the serving of food is incidental. “Bar or
tavern” includes those facilities located within a hotel, motel, or other similar transient occupancy
establishment. However, when located within a building in conjunction with another use, including
a restaurant, “bar” or “tavern” includes only those areas used primarily for the sale and service of
alcoholic beverages. “Bar” or “tavern” does not include the dining areas of a restaurant, regardless of
whether alcoholic beverages are served therein.
(9) Theatrical production sites, if smoking is an integral part of the story in the theatrical production.
(10) Medical research or treatment sites, if smoking is integral to the research and treatment
being conducted.
(11) Private residences, except for private residences licensed as family day care homes, during
the hours of operation as family day care homes and in those areas where children are present.
(12) Patient smoking areas in long-term health care facilities, as defined in Section 1418 of the
Health and Safety Code.
(13) Breakrooms designated by employers for smoking, provided that all of the following
conditions are met:
(A) Air from the smoking room shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking room shall not be recirculated to other parts of the building.
(B) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to, mechanical, electronic, and biotechnical
systems, adopted by the Occupational Safety and Health Standards Board or the federal
Environmental Protection Agency. If both adopt inconsistent standards, the ventilation standards of
the Occupational Safety and Health Standards Board shall be no less stringent than the standards
adopted by the federal Environmental Protection Agency.
(C) The smoking room shall be located in a nonwork area where no one, as part of his or her
work responsibilities, is required to enter. For purposes of this paragraph, “work responsibilities” does
not include any custodial or maintenance work carried out in the breakroom when it is unoccupied.
(D) There are sufficient nonsmoking breakrooms to accommodate nonsmokers.
(14) Employers with a total of five or fewer employees, either full-time or part-time, may permit
smoking where all of the following conditions are met:
(A) The smoking area is not accessible to minors.
(B) All employees who enter the smoking area consent to permit smoking. No one, as part of
his or her work responsibilities, shall be required to work in an area where smoking is permitted.
An employer who is determined by the division to have used coercion to obtain consent or who has
required an employee to work in the smoking area shall be subject to the penalty provisions of
Section 6427.
(C) Air from the smoking area shall be exhausted directly to the outside by an exhaust fan.
Air from the smoking area shall not be recirculated to other parts of the building.
(D) The employer shall comply with any ventilation standard or other standard utilizing
appropriate technology, including, but not limited to,mechanical, electronic, and biotechnical systems,
adopted by the Occupational Safety and Health Standards Board or the federal Environmental
Protection Agency. If both adopt inconsistent standards, the ventilation standards of the Occupational
Safety and Health Standards Board shall be no less stringent than the standards adopted by the
federal Environmental Protection Agency.
This paragraph shall not be construed to (i) supersede or render inapplicable any condition or
limitation on smoking areas made applicable to specific types of business establishments by any
other paragraph of this subdivision or (ii) apply in lieu of any otherwise applicable paragraph of
this subdivision that has become inoperative.
(e) Paragraphs (13) and (14) of subdivision (d) shall not be construed to require employers to
provide reasonable accommodation to smokers, or to provide breakrooms for smokers or nonsmokers.
(f) (1) Except as otherwise provided in this subdivision, smoking may be permitted in gaming
clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), until the earlier of the following:
(A) January 1, 1998.
(B) The date of adoption of a regulation (i) by the Occupational Safety and Health Standards
Board reducing the permissible employee exposure level to environmental tobacco smoke to a level
that will prevent anything other than insignificantly harmful effects to exposed employees or (ii) by
the federal Environmental Protection Agency establishing a standard for reduction of permissible
exposure to environmental tobacco smoke to an exposure level that will prevent anything other
than insignificantly harmful effects to exposed persons.
(2) If a regulation specified in subparagraph (B) of paragraph (1) is adopted on or before
January 1, 1998, smoking may thereafter be permitted in gaming clubs and in bars and taverns,
subject to full compliance with, or conformity to, the standard in the regulation within two years
following the date of adoption of the regulation.
An employer failing to achieve compliance with, or conformity to, the regulation within this
two-year period shall prohibit smoking in the gaming club, bar, or tavern until compliance or
conformity is achieved. If the Occupational Safety and Health Standards Board and the federal
Environmental Protection Agency both adopt regulations specified in subparagraph (B) of
paragraph (1) that are inconsistent, the regulations of the Occupational Safety Standards Board
shall be no less stringent than the regulations of the federal Environmental Protection Agency.
(3) If a regulation specified in subparagraph (B) of paragraph (1) is not adopted on or before
January 1, 1998, the exemptions specified in paragraphs (7) and (8) of subdivision (d) shall be
inoperative on and after January 1, 1998, until a regulation is adopted. Upon adoption of such a
regulation on or after January 1, 1998, smoking may thereafter be permitted in gaming clubs and in
bars and taverns, subject to full compliance with, or conformity to, the standard in the regulation
within two years following the date of adoption of the regulation. An employer failing to achieve
compliance with, or conformity to, the regulation within this two-year period shall prohibit smokng
in the gaming club, bar, or tavern until compliance or conformity is achieved. If the Occupational
Safety and Health Standards Board and the federal Environmental Protection Agency both adopt
regulations specified in subparagraph (B) of paragraph (1) that are inconsistent, the regulations of
the Occupational Safety and Health Standards Board shall be no less stringent than the regulations
of the federal Environmental Protection Agency.
(4) From January 1, 1997, to December 31, 1997, inclusive, smoking may be permitted in
gaming clubs, as defined in paragraph (7) of subdivision (d), and in bars and taverns, as defined in
paragraph (8) of subdivision (d), subject to both of the following conditions:
(A) If practicable, the gaming club or bar or tavern shall establish a designated nonsmoking area.
(B) If feasible, no employee shall be required, in the performance of ordinary work responsibilities,
to enter any area in which smoking is permitted.
(g) The smoking prohibition set forth in this section shall constitute a uniform statewide
standard for regulating the smoking of tobacco products in enclosed places of employment and
shall supersede and render unnecessary the local enactment or enforcement of local ordinances
regulating the smoking of tobacco products in enclosed places of employment. Insofar as the
smoking prohibition set forth in this section is applicable to all (100 percent of) places of employment
within this state and, therefore, provides the maximum degree of coverage, the practical effect of
this section is to eliminate the need of local governments to enact enclosed workplace smoking
restrictions within their respective jurisdictions.
(h) Nothing in this section shall prohibit an employer from prohibiting smoking in an enclosed
place of employment for any reason.
(i) The enactment of local regulation of smoking of tobacco products in enclosed places of
employment by local governments shall be suspended only for as long as, and to the extent that, the
(100 percent) smoking prohibition provided for in this section remains in effect. In the event this
section is repealed or modified by subsequent legislative or judicial action so that the (100 percent)
smoking prohibition is no longer applicable to all enclosed places of employment in California,
local governments shall have the full right and authority to enforce previously enacted, and to enact
and enforce new, restrictions on the smoking of tobacco products in enclosed places of employment
within their jurisdictions, including a complete prohibition of smoking. Notwithstanding any other
provision of this section, any area not defined as a “place of employment” or in which the smoking
is not regulated pursuant to subdivision (d) or (e), shall be subject to local regulation of smoking of
tobacco products.
(j) Any violation of the prohibition set forth in subdivision (b) is an infraction, punishable by a
fine not to exceed one hundred dollars ($100) for a first violation, two hundred dollars ($200) for a
second violation within one year, and five hundred dollars ($500) for a third and for each subsequent
violation within one year. This subdivision shall be enforced by local law enforcement agencies
including, but not limited to, local health departments, as determined by the local governing body.
(k) Notwithstanding Section 6309, the division shall not be required to respond to any complaint
regarding the smoking of tobacco products in an enclosed space at a place of employment, unless
the employer has been found guilty pursuant to subdivision (j) of a third violation of subdivision
(b) within the previous year.
(l) If any provision of this act or the application thereof to any person or circumstances is held
invalid, that invalidity shall not affect other provisions or applications of the act that can be given effect
without the invalid provision of application, and to this end the provisions of this act are severable.
Worksite Signs
Ongoing clear communication is necessary to ensure that tobacco
restriction policies are followed. Here are sample signs in English
and Spanish that you may copy and post around the worksite. Be
sure to use only the appropriate signs for the policy you set.
If you need signs in any other languages, contact BUILT at
916-443-3302 to arrange for translations.
Sample Signs
Tobacco-Free poster (English)
Tobacco-Free poster (Spanish)
No Smoking Allowed on this construction site poster (English)
No Smoking Allowed on this construction site poster (Spanish)
No Smoking Allowed in designated areas poster (English)
No Smoking Allowed in designated areas poster (Spanish)
PROJECT DEVELOPMENT TEAM
Cathy Leonard
Debra Chaplan
Theodore Franklin
Wayne A. Hagen
Robin Baker
Knut Ringen
LABOR-MANAGEMENT ADVISORY GROUP
Nico Ferraro, Plumbers & Steamfitters Local 230
Xema Jacobson, San Diego Building Trades Council
Don Maurer, Parsons Constructors, Inc.
Mike Roddy, Washington Infrastructure &Mining
Bill Tweet, Ironworkers Local 229
Editor:
Gene Darling
Designed by:
Barbara Nishi
This project was made possible by funds received from Proposition 99,
The Tobacco Tax Initiative, under Grant Number 99-85070.
Produced by BUILT, State Building and Construction Trades Council of California
in collaboration with The Labor Occupational Health Project, UC Berkeley
© 2006— State of California, Department of Health Services
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