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SHRM Survey Findings: Smoking in the Workplace January 14, 2016

SHRM Survey Findings: Smoking in the Workplace

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Page 1: SHRM Survey Findings: Smoking in the Workplace

SHRM Survey Findings: Smoking in the Workplace

January 14, 2016

Page 2: SHRM Survey Findings: Smoking in the Workplace

Smoking in the Workplace ©SHRM 2016 2

• Smoking in the workplace: Just over one-half (53%) of HR professionals indicated their organizations permitted smoking in the workplace.

• Formal or informal smoking policy: More than four-fifths (85%) of HR professionals indicated their organizations had a formal, written smoking policy in place; few indicated their organizations had an informal, unwritten smoking policy (8%) or no smoking policy at all (7%).

• Smoking policy that limits the number of smoking breaks per day: Thirty percent of HR professionals indicated their organizations’ smoking policies limited the number of smoking breaks employees could take daily.

• Smoking-related policies: More than one-half (54%) of HR professionals indicated their organizations provided wellness information on the benefits of a smoke-free lifestyle; about one-fifth (18%) reported their organizations imposed smoking surcharges (i.e., charged a higher health care premium for smokers).

Of HR professionals whose organizations had smoking surcharges in place, 45% indicated smoking by employees in the workplace had decreased since the policy was implemented; 41% reported the same outcome when their organizations began providing wellness information on the benefits of a smoke-free lifestyle.

Key Findings

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• Vaping policy: More than two-fifths (44%) of HR professionals indicated that a policy that addressed vaping (the use of electronic cigarettes or other personal vaporizers that atomize nicotine liquid) was included in their organizations’ smoking policies; 2% said their organizations had a separate vaping policy. Although more than one-half (54%) of respondents indicated their organizations did not have a vaping policy, one-third (33%) said their organizations had plans to put one in place in the next 12 months.

• Disciplinary actions taken against employees who violate their organizations’ smoking policies: More than one-half (53%) of HR professionals indicated disciplinary actions were taken against employees who violated their organizations’ smoking policies; 41% indicated it depended on the situation.

Two-thirds (66%) indicated their organizations gave a verbal warning for a first-time smoking policy offense; 13% gave a written warning. Just 1% reported that their organizations suspended, fined, terminated or required an employee to complete a smoking cessation program for a first-time offense.

Key Findings (continued)

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• With health care costs continuing to climb, HR professionals are likely to continue to take an interest in the smoking habits of their workforce. Many organizations may decide not to permit smoking in the workplace as part of their overall wellness strategy.

• Because the majority (85%) of HR professionals reported their organizations had formal, written smoking policies in place, the increased use of vaping is likely to lead to an increase in vaping being addressed in formal, written smoking policies.

• Both wellness information on the benefits of a smoke-free lifestyle and smoking surcharges (i.e., charging a larger health care premium for smokers) appear to influence the rates of smoking by employees. However, many more organizations seem to prefer supporting employees in their efforts to quit by offering wellness information (54%) than by imposing smoking surcharges (18%).

• With slightly more than one-half (53%) of HR professionals indicating that disciplinary actions were taken against employees who violated their organizations’ smoking policies, employees have a strong incentive to quit their habit or reduce their smoking to off-duty hours only.

• Trends in smoking indicate that most smokers hope to quit and that fewer individuals are starting the habit. The Centers for Disease Control and Prevention (CDC) project a continued decrease in the rates of smoking among both students and adults in the years ahead.1

• Because many employees who smoke are actively trying to quit, wellness programs that offer smoking cessation programs will continue to be valued.

What These Findings Mean for the HR Profession

1 CDC. (n.d.). Trends in Current Cigarette Smoking Among High School Students and Adults, United States, 1965–2011. Retrieved from http://www.cdc.gov/tobacco/data_statistics/tables/trends/cig_smoking/

Page 5: SHRM Survey Findings: Smoking in the Workplace

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53%

47% YesNo

Smoking in the Workplace

Note: n = 376. Respondents who answered “Not sure” were excluded from this analysis.

Does your organization permit smoking in the workplace (i.e., anywhere in the workplace, such as inside or outside the company premises, inside or outside

company vehicles, etc.)?

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Formal or Informal Smoking Policy

Yes, we have a formal, written policy

No, but we have an informal, unwritten policy

No, we do not have a formal or an informal policy

85%

8%

7%

Note: n = 372. Respondents who answered “Not sure” were excluded from this analysis.

Does your organization have a formal, written policy that addresses smoking in the workplace?

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Smoking Policy’s Specification of Where Employees Are Allowed to Smoke

Yes, there are designated smoking areas (inside and/or outside common areas)

Yes, our policy bans all smoking in the workplace (both inside and outside the building)

Yes, our policy allows smoking inside personal vehicles only*

No, and we have no plans to include such specifications

No, but have plans to include such specificiations in the next 12 months

Other

58%

31%

1%

9%

2%

1%1

Note: n = 339. Respondents who indicated their organizations had a smoking policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis. Percentages may not total 100% due to rounding. An asterisk (*) indicates that the response option was developed from open-ended responses. 1 Some open-ended responses were placed in the appropriate categories for the purposes of this analysis.

Does your organization’s smoking policy specify where employees are allowed to smoke in the workplace?

Yes

No

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Smoking Policy That Limits the Number of Smoking Breaks Per Day

Note: n = 322. Respondents who indicated their organizations had a smoking policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis.

Does your organization’s smoking policy limit the number of breaks employees can take during the day to smoke?

Yes 30%

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Smoking-Related Policies

Providing wellness information on the benefits of a smoke-free lifestyle (e.g., pamphlets, Intranet post-

ings, posters)Imposing smoking surcharges (i.e., charging a

higher health care premium for smokers)

Charging higher life insurance premiums for smokers

Participating in smoke-out days (e.g., national quit smoking day)

Providing smoking cessation benefits*

Other

54%

18%

11%

8%

4%

8%

Note: n = 341. Percentages do not total 100% due to multiple response options. An asterisk (*) indicates that the response option was developed from open-ended responses.

Which of the following smoking-related policies are used in your organization?

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Changes in Smoking Since the Implementation of Smoking-Related Policies

Note: n = 38-127. Respondents who indicated their organizations had each smoking-related policy in place were asked the respective question(s). Respondents who answered “Not sure” were excluded from this analysis. “Charging higher life insurance premiums for smokers,” “participating in smoke-out days (e.g., national quit smoking day) “and “other” were not reportable due to low sample size (n < 25).

Has smoking by employees in the workplace increased, stayed the same or decreased since smoking-related policies were implemented at your organization?

Imposing smoking surcharges (i.e., charging a higher health care premium for smokers)

Providing wellness information on the benefits of a smoke-free lifestyle (e.g., pamphlets,

18%

10%

37%

49%

45%

41%

Increased Stayed the same Decreased

Intranet postings, posters)

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Vaping Policy

Yes, this policy is included in our smoking policy

Yes, this policy is separate from our smoking policy

No, but have plans to have a policy about vaping within the next 12 months

No, and have no plans to address vaping

44%

2%

33%

21%

Note: n = 324. Respondents who answered “Not sure” were excluded from this analysis.

Does your organization have a policy that addresses “vaping” (i.e., the use of electronic cigarettes or other personal vaporizers that atomize nicotine liquid)?

Yes

No

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Vaping Policy’s Specification of Where Employees Are Allowed to Vape

Yes, there are designated vaping areas (inside and/or outside common areas)

Yes, our policy bans all vaping in the workplace (both inside and outside common areas)

No, and we have no plans to include such specifications

No, but have plans to include such specificiations in the next 12 months

Other

49%

41%

7%

0%

3%1

Note: n = 147. Respondents who indicated their organizations had a vaping policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis. 1 Some open-ended responses were placed in the appropriate categories for the purposes of this analysis.

Does your organization’s vaping policy specify where employees are allowed to vape?

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Changes in Vaping Since the Implementation of Vaping-Related Policies

Note: n = 81. Respondents who indicated their organizations had a vaping policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis.

Has vaping by employees in the workplace increased, stayed the same or decreased since vaping-related policies were implemented at your organization?

12% 67% 21%

Increased Stayed the same Decreased

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How Smoking Policies Are Communicated Throughout Organization

Percentage

Employee handbooks/manuals 84%

“No smoking” signs and/or posters in designated areas 60%

New-employee orientation 59%

Supervisors/management 42%

Organization’s Intranet 31%

Word of mouth 29%

E-mail* 1%

Other1 4%

Note: n = 333. Respondents who answered “Not sure” were excluded from this analysis. Percentages do not total 100% due to multiple response options. An asterisk (*) indicates that the response option was developed from open-ended responses. 1

Some open-ended responses were placed in the appropriate categories for the purposes of this analysis.

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Disciplinary Actions Taken Against Employees Who Violate the Organization's Smoking Policy

Yes

No

It depends on the situation

53%

6%

41%

Note: n = 311. Respondents who indicated their organizations had a smoking policy were asked this question. Respondents who answered “Not sure” were excluded from this analysis.

Are disciplinary actions taken against employees who violate your organization’s smoking policy?

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Note: n = 291. Respondents who indicated disciplinary actions were taken against employees who violated their organizations’ smoking policies were asked this question. Percentages do not total 100% due to multiple response options.

Disciplinary Actions Taken for a First-Time Smoking Policy Offense

Percentage

Verbal warning 66%

Disciplinary action on a case-by-case basis/specific circumstances 23%

Written warning 13%

Suspension 1%

Fining the employee 1%Requiring employee to complete a smoking cessation program (via the employee assistance program or other avenue) 1%

Termination 1%

Other 3%

None, no actions are taken 5%

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Smoking and/or Vaping Permitted in Company Vehicles

Smoking

Vaping

6%

10%

Yes

Note: n = 206-239. Respondents who answered “Not sure” or “Not applicable; we do not have company vehicles” were excluded from this analysis.

Does your organization permit smoking and/or vaping in company vehicles?

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Availability of Cigarettes and Vaping Devices/Materials on Organization’s Premises

Note: n = 324-326. Respondents who answered “Not sure” were excluded from this analysis.

Are cigarettes and/or vaping devices/materials available for sale on your organization’s premises?

Cigarettes

Vaping devices/materials

2%

1%

Yes

Page 19: SHRM Survey Findings: Smoking in the Workplace

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Demographics

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Demographics: Organization Industry

Percentage

Manufacturing 20%Health care and social assistance 16%Professional, scientific and technical services 12%Finance and insurance 9%

Government agencies 8%Educational services 7%Transportation and warehousing 6%Retail trade 5%

Construction 4%Accommodation and food services 4%Administrative and support, and waste management and remediation services 3%Note: n = 327.

Page 21: SHRM Survey Findings: Smoking in the Workplace

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Demographics: Organization Industry (continued)

Note: n = 327.

Percentage

Repair and maintenance 3%Real estate and rental and leasing 3%Information 3%Wholesale trade 2%

Arts, entertainment and recreation 2%Utilities 2%Agriculture, forestry, fishing and hunting 2%Mining, quarrying, and oil and gas extraction 2%

Religious, grant-making, civic, professional and similar organizations 2%

Personal and laundry services 1%

Other industry 10%

Page 22: SHRM Survey Findings: Smoking in the Workplace

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Demographics: Organization Sector

Privately owned for-profit

Nonprofit

Publicly owned for-profit

Government

Other

51%

20%

17%

9%

3%

Note: n = 324

Page 23: SHRM Survey Findings: Smoking in the Workplace

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Demographics: Organization Staff Size

1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 24,999 employees

25,000 or more employees

25%

34%

19%

16%

5%

Note. n = 310. Percentages may not total 100% due to rounding.

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n = 329

Demographics: Other

U.S.-based operations only 81%

Multinational operations 19%

Single-unit organization: An organization in which the location and the organization are one and the same

31%

Multi-unit organization: An organization that has more than one location 69%

Multi-unit headquarters determines HR policies and practices 55%

Each work location determines HR policies and practices 5%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

41%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 330

n = 231

Corporate (companywide) 77%

Business unit/division 10%

Facility/location 14%n = 231

What is the HR department/function for which you responded throughout this survey?

Page 25: SHRM Survey Findings: Smoking in the Workplace

25

SHRM Survey Findings: Smoking in the Workplace

• Response rate = 13%• 375 HR professionals from a randomly selected sample of SHRM’s membership

participated in this survey• Margin of error +/-5%• Survey fielded December 4-18, 2015

Survey Methodology

Smoking in the Workplace ©SHRM 2016

Page 26: SHRM Survey Findings: Smoking in the Workplace

For more survey/poll findings, visit shrm.org/surveys

For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch

Follow us on Twitter @SHRM_Research

Smoking in the Workplace ©SHRM 2016 26

About SHRM Research

Project lead:Karen Wessels, researcher, SHRM Research

Project contributors:Evren Esen, director, SHRM-SCP, Survey Programs, SHRM ResearchJennifer Schramm, manager, SHRM-SCP, Workforce Trends and Forecasting, SHRM Research

Copy editor:Katya Scanlan, SHRM Knowledge Center

Page 27: SHRM Survey Findings: Smoking in the Workplace

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• Recent survey/poll findings: shrm.org/surveys

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www.shrm.org/research/surveyfindings/pages/policies-for-marijuana-use-in-the-workplace.aspx

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Additional SHRM Resources

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