CFMEU :: Forestry Division

CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION NATIONAL POLICY ON SMOKING AND THE WORKPLACE SMOKING AND THE WORKPLACE POLICY This document sets out the Policy of the CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION on Smoking and the Workplace for the information of Members, Representatives and Officials. Included with the Policy is an introduction which provides a background for the reading and application of the Policy. This Policy is binding on all CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION Members and Officials. Any queries about the Policy should be directed to either the Branch or Divisional Offices. 1. INTRODUCTION The CFMEU FORESTRY AND FURNISHING PRODUCTS DIVISION recognises the health risks of smoking and supports the objective of a tobacco smoke-free environment for appropriate workplaces in the Forest and Furnishing Products Industry. This commitment by the Union is consistent with the view that all atmospheric contaminants in work environments capable of causing ill-health should be eliminated or controlled. Where employers or workers propose that restrictions be placed on smoking in the workplace, the following principles should be applied. 2. CONSULTATION Before any non-smoking policy is introduced into the workplace, consultation should start between the affected parties. It should include information sessions for all workers and the involvement of Union representatives on site. Where they exist, the Workplace Health and Safety Committee or Enterprise Consultative Committee (ECC) should be involved in decisions about the development of a smoking policy and its implementation. Where the committees are not operating, the shop steward and health and safety representatives should be consulted by management about the proposed changes. The ECC or Health and Safety Committee, (or other relevant representatives) will consider any proposals brought to them. After consultation with all affected members in the workplace, the committee will make recommendations on the policy content and implementation. 3. DEMONSTRATION OF COMMITMENT Commitment to the Policy must be demonstrated at all levels of the organisation, particularly by those in leadership positions. 4. TIMETABLE Once agreement has been reached on a Policy regarding the reduction of smoking in the workplace, an implementation program with a timetable must also be agreed. Given the extent and nature of the change, a minimum of 12 months, preferably 24 months would be a suitable timeframe to phase-in the Policy. The length of time for implementation as well as the process used will have a significant impact on the success of the Policy, reducing concern among workers and possible disruption in the workplace. 5. CRITERIA FOR IMPLEMENTATION Successful implementation of the Policy should include the following criteria: 1. Information and education programs setting out the reasons for the workplace Policy and the timetable for the implementation program must be developed. All workers shall have the opportunity to be involved in these programmes. 2. The workplace program for the implementation of the Policy should realistically take account of: The nature of the particular workplace including its physical layout; The nature of the work including whether it is performed indoors or outdoors; The availability and effectiveness of ventilation systems; The designation of work into non-smoking areas which, do not expose non-smokers to tobacco smoke and which are adequately ventilated. 3. Support facilities must be offered free of charge and during work hours to smokers who wish to stop smoking. (For example counseling programs and the QUIT program). Sympathetic implementation of the workplace Policy combined with access to appropriate counselling is of great benefit in helping people to give up smoking. Job recruitment advertisements should clearly state that employees will be working in a smoke free environment. However, smokers will not be discriminated against in the offer of employment.