Smart Benefits: Do You Need a Vaping Policy?

Smart Benefits: Do You Need a Vaping Policy?

Despite legislation in MA taking effect in June that will limit the sale of flavored nicotine vaping products and RI considering public comments on the health department’s proposal for a permanent ban, vaping is on the rise. According to a 2019 Gallup poll, eight percent of Americans said they vaped in the past week when surveyed, with usage highest among adults ages 18 to 24.

With so many vaping, it’s no surprise then that its impact has spilled over into the workplace. While employers may have policies that govern smoking in and around the business that range from a strict no-smoking rule to providing designated areas, vaping policies are not as common. But it may be time to institute one.

Like cigarettes, vaping poses health risks, evident from the number of highly-publicized vaping-related lung injuries. As a result, many companies are opting to treat vaping the same way they do smoking. Should you follow suit? Here are some things to consider.

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• Applicable Legislation: It’s critical to understand any laws that govern vaping in workplaces or public areas. If there’s legislation in place, you’ll need to follow the requirements and instituting a policy that falls in line is essential.
• High-Risk Environments: Because of the potential for e-cigarettes to malfunction or explode, they may be potentially more harmful in certain workplaces so weigh your risk accordingly based on your environment.
• Co-Worker Health and Happiness: When employees vape in their cubicles or at their desks, it can be bothersome to co-workers as well as potentially harmful due to the second-hand exposure to the chemicals. It may be a good idea to poll workers about their opinions on vaping when you’re deciding whether to craft a policy.
• Productivity Impacts: If you allow workers to take breaks to vape, it’s important to understand that it can affect productivity – especially because there’s no natural end to vaping unlike a cigarette, which could translate into longer periods away from work.
• Company Culture: Certain industries are less likely to ban smoking and, by extension, my be disinclined to govern vaping as well. It’s up to you to decide how vaping fits with the corporate culture and values.

 

If you decide to craft a policy or address vaping in an existing smoking policy, be sure to inform employees by updating your handbook or other policy documents and educate staff and management about the changes.

 

Rob Calise is the Managing Director, Employee Benefits of The Hilb Group of New England, where he helps clients control the costs of employee benefits by focusing on consumer-driven strategies and on how to best utilize the tax savings tools the government provides. Rob serves as Chairman of the Board of United Benefit Advisors, and is a board member of the Blue Cross & Blue Shield of RI Broker Advisory Board, United HealthCare of New England Broker Advisory Board and Rhode Island Business Healthcare Advisors Council. He is also a member of the National Association of Health Underwriters (NAHU), American Health Insurance Association (AHIA) and the Employers Council on Flexible Compensation (ECFC), as well as various human resource associations. Rob is a graduate of Bryant University with a BS in Finance