British Columbia Federation of Labour

Adopted by the Executive Council 1995
B.C. Federation of Labour

Friday, September 08, 1995

Tobacco smoking is a difficult public health issue. The substances produced by tobacco combustion are highly addictive and destructive to the health of those exposed to smoke, yet smoking has been considered as a socially acceptable and legally sanctioned activity.

In recent years, the issue of smoking has become controversial in society. The serious health effects have been confirmed through extensive research. Those that are involuntarily exposed to this health risk have raised objections to their exposure to harmful substances generated by second-hand, or sidestream, smoke.

Smoking is also a workplace health issue in that workers can be exposed involuntarily to tobacco smoke. Actions have been taken by some governments and employers to limit smoking in the workplace. In some cases, this has meant a complete ban on smoking. In others, no action has been taken.

Policy

The Federation supports efforts to limit smoking in the workplace. Our approach to the issue of smoking is consistent with our approach to other hazardous materials -- that workplace exposure should be limited to a level as low as reasonably achievable (sometimes referred to as the ALARA rule).

Under the ALARA rule, the approach is to recognize that any exposure is excessive, since there is no safe level of exposure. The objective in applying the rule is to completely eliminate the exposure whenever practicable. When this is not deemed practicable, other controls should be implemented to minimize the risks to workers.

In the case of tobacco smoke in the workplace, most exposures are unnecessary, since the activity of smoking and the contaminants it produces are not necessary by-products of the work process.

The main exceptions to this circumstance are the hospitality and entertainment industry (e.g. hotels/motels, restaurants, bars, casinos, etc.) and residential facilities. In these industries, the economic necessity of permitting smoking needs to be weighed carefully. Customers and clients spend significant lengths of time in these workplaces, and their presence is an inherent feature of the work process.

In the entertainment/hospitality industry, a significant portion of the clientele smokes tobacco, and a complete ban on smoking might create significant financial hardship for this industry. It is difficult to predict the actual impact of a complete ban, but it is also important to consider that the impact may be more significant in certain establishments than in others, depending on the demographics of their clientele.

Recognizing these circumstances, the Federation proposes the following public policies be adopted to address the issue of smoking in the workplace. It is important to understand that these policies are geared to the present demographics of smoking, with about 25 to 30 percent of British Columbians and a slightly higher percentage of visitors, being tobacco smokers. If these proportions decline, the economic risks of a complete ban may also decline and a complete ban could be reconsidered at that time.

It should be noted that these policies are not based on regard for the rights of smokers, since no one has an inherent right to put others? health at risk. Our view of the appropriate steps at this time is based on the economic constraints of bringing about changes in society, and the potential impacts on workers. For example, the harmful health effects of internal combustion engines are also well known, but no one would propose an immediate ban on motor vehicles because of its economic impact.

Moreover, we are concerned that a total ban on smoking may also raise the risk of harm to workers from aggressive patrons and clients that object to the ban. Workers have had similar experiences when made responsible for enforcing rules regarding alcohol consumption.

In industries other than customer hospitality and residential care:

* Smoking should be prohibited in any enclosed, common workspace sharing a common air circulation system. The definition of common workspace should include lunchrooms and lounges provided by the employer for employee rest and eating periods.

* Employers should be permitted, but not compelled, to provide separate rooms for smokers, provided that there is no requirement for any co-worker to enter the room. In these circumstances, such rooms must be equipped with air circulation systems that do not permit smoke to contaminate common workspaces.

In customer hospitality and residential care industries:

* Smoking should be, to the extent practicable, confined to those areas necessary to accommodate the portion of the clientele that smokes, with an independent ventilation system. This would undoubtedly be practicable in residential facilities.

* Where workers are required to enter a smoking area, ventilation systems must be required which reduce, as far as practicable, the smoke exposure of employees, and in no cases exceeds the permissible exposure limits set out in health and safety regulations.

* Employees must be given preference in assignment to jobs and areas where there is no smoke exposure.

* Provisions for protective reassignment of pregnant women, breast-feeding mothers and workers with respiratory sensitivities must be made.

Finally, the Federation supports efforts to eradicate tobacco smoking, not only for its benefits to society at large, but to reduce the exposure of workers in the hospitality industry. To this end, public medical services plans should provide coverage for proven smoking cessation therapies. The cost of these therapies can be recovered from tobacco taxes, and would decline as tobacco revenues decline.

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