COMMON SENSE AND SOLUTIONS

In this page, FORCES Canada tries to deal with solutions to the smoking issue that make sense to both smokers, and nonsmokers. The parameter of a balanced solution is just one: respect for all.

Many people who are adamant against smoking perceive that the right to smoke negates their right to have a smoke-free environment. This is incorrect, and it is neither the position of FORCES Canada, nor the position of the large majority of the pro-smoking movement.

Unfortunately, the swing of events is now towards the total elimination of smoking for smokers' and society's good. In this page we shall not engage in the debate on how wrong and utopian this attitude is: we do that elsewhere in this site. What we are proposing here are solutions every commonsense, balanced person can live with, regardless of the choice made about smoking.

This is a continually updated page. Many of the solutions proposed here are not coming from FORCES Canada, but from constructive debate between smokers and nonsmokers. Your contribution is essential, and welcome. Please write to FORCES Canada's Forum.

INDEX

Developing a balanced smoking control policy
Principles of an effective policy
Practical policies working today - Belgium: Smoking control in the workplace
Practical policies working today - Madrid: Smoking in restaurants
An example of corporate smoking control agreement

Smoking in the House

A harmonious workplace is one in which employees can respect one another in a spirit of teamwork and mutual cooperation.

Calling forth the best that individuals have to offer, these environments are a blend - not always so obvious - of technical as well as human factors, knowledge and common sense.

This is true throughout the employee population on the production line, or in offices. From ergonomic seating, that flexes to accommodate the body's natural movements, to task-domand lighting that suits different work systems; from the reduction of distracting noise to the design of spaces for the proper number of occupants; and from the provision of comfortable temperature zones to acceptable indoor air quality, the best-managed workspaces are literally human spaces. They are designed to accommodate the requirements of an increasingly diverse workforce with different lifestyle choices, including smoking.

Although smoking is one of many factors affecting the workplace, it receives an unequal share of attention, due to tobacoo smoke's visibility and characteristic aroma, employee complaints about indoor air quality tend to focus on smoking. But this can be misleading since tha accumulation of visible tobacco smoke usualy indicates a more pervasive air quality problem -- namely, inadequate ventilation.

Workplace building standards have improved dramatically over the past two or threee decades. These have not always been accompanied by iomprovements in indoor air quality. Prompted by the energy-saving hysteria of the '70s (North American countries seems to be in need of at least one episode of mass-hysteria every decade), nergy-saving techniques became commonplace. Many office building were constructed with sealed windows, synthetic building materials and furnishing were introduced and ventilation rates were reduced. The foundations were thus laid for diminished indoor air quality, particularly when combined with improper filtration and poor maintenance techniques. In essence, these energy-saving practices could create a false sense of economy if companies frequently lose appreciably more employee sick time and lower productivity than they save in operating costs.

While prohibiting smoking may be a handy solution to employee complaints about tobacco smoke accumulation and annoyance, a ban neither improves fresh air ventilation, ensure acceptable indoor air quality nor result in a happy workforce, because of possible resentment from the smoking employees now forced to walk outside to light up. Furthermore, breaks are stretched to the limit to enjoy the last cigarette puff. Dialogue works better that diktat. Public and private business that opt for severe smoking restrictions through legislation or company policy are out of step with reality, and often popular sentiment.

A process of inclusion

A reasonable smoking policy recognizes and respects the diversity of all employees while being compatible with accepted customs, individual preferences, local culture, work requirements,and building design. Local by-laws are usually not binding to private business, except in the unfortunate case of restaurants and pubs.

In developing a policy, discussions should include personnel from various departments and groups, e.g., the facilities management who will have to determine the best technical option to facilitate and implement the policy, and human resources personnel who represent management and employees and answer questions that will invariably arise from any policy change. If the workplace has defined employee representation, e.g., unions, they should also be party to the discussions. In addition, the size of the facility may influence the policy-development process.

Dialogue is hey to a successful policy outcome.

Principles of an effective policy

• Is based on a process of dialogue, consideration and consensus;
• Sets a tone of accommodation and mutual respect consistent with the philosophy of appreciating diversity;
• Identifies all areas of tbe building in which smoking is prohibited by law, ordinances or codes;
• Defines the areas accessible to all emplepees where the guidelines apply - for example, in
• cafeterias, conference rooms, toilets, shared orworkspaces, processing and production areas, and company transportation;
• Specifies how complaints will be handled;
• Communicates the policy to all employees in a manner consistent with corporate culture and the facility's procedures; and
• Ensures follow-up monitoring, allowing modifications where desirable.

So what are the various policy options?

• Designated (restricted) smoking areas.

A more formal policy which clearly explains where these areas are located and emphasizes courtesy and mutual respect is essential to the success of this method.

• Designated smoking rooms.

Again, a formal policy clearly defining smoking and non-smoking areas and emphasizing courtesy and mutual respect is desirable.

Regardless of the policy chosen, business must place emphasis on policies of inclusion, coutesy and mutual respect. These form the cornerstone of effective policy management for a productive work environment.

The Belgian Employers' federation favours self-regulation concerning smoking in the workplace. Guidelines for a smoking policy were published in the October/November 1994 edition of "Promosafe", the newsletter of the Belgian Association for the Prevention of Accidents at the Workplace. Smoking Policy

This text can serve as a guideline for developing rules concerning smoking at work. However, the company itself should determine the procedure for implementing such rules.