Version: 2.3 5 August 2004
Approved: Board of Governors 3 July 1991
Administered: Human Resources
Next Review: August 2006
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Version: 2.3 5 August 2004 |
Approved: Board of Governors 3 July 1991 |
Administered: Human Resources |
Next Review: August 2006 |
STATUTORY REQUIREMENTS
Smoke-free area means any enclosed public place, including any place or part of a place, such as a university.
CLAUSE 6 (1)(2) and Schedule 1 Smoke-free Environment Act 2000
"A person must not smoke in a smoke-free area."
CLAUSE 7 (1) Smoke-free Environment Act 2000
"An employer must ensure the health, safety and welfare at work of all the employees of the employer."
SECTION 8. (1) OH&S Act 2000
"An employer must ensure that people (other than the employees of the employer) are not exposed to risks to their health or safety arising from the conduct of the employer's undertaking while they are at the employer's place of work."
SECTION 8.(2) OH&S Act 2000
The Occupational Health and Safety Act 2000 requires that every employee while at work must:
(1) take reasonable care for the health and safety of persons at the employee's place of work; and
(2) co-operate with his or her employer or other person so far as is necessary to enable compliance with any requirement under this Act or the regulations that is imposed in the interests of health, safety and welfare on the employee or any other person.
SECTION 20. (1)(2) OH&S Act 2000
INTRODUCTION
The University is seeking to create a smoke-free working environment.
Cigarette smoking is a risk factor. It is not just mainstream smoke (smoke drained through a cigarette and taken in by the smoker) but side stream smoke (which arises from smouldering tobacco and passes directly into surrounding air) which is implicated in this public health issue. Non-smokers, who comprise two-thirds of the adult population, may be harmed by second-hand tobacco smoke. The hazards range from immediate reactions, such as eye irritation, headaches and asthma exacerbations to long term serious effects. Non-smokers exposed may develop lung cancer and may lose lung capacity. Some employees already suffering from respiratory diseases or allergies may be at increased risk in a smoke-filled environment.
In keeping with its duty of care obligations, the University is seeking to introduce initiatives on smoking which will accommodate and protect the health and safety of its employees. It is not intended to discriminate in any way against employees who smoke.
POLICY ON SMOKING IN THE WORKPLACE
Smoking is banned in buildings erected on the property of the University or leased by the University. It is also prohibited in doorways and near windows and air conditioning systems.
Smoking is banned in motor vehicles owned or leased by the University. Drivers of such vehicles shall be responsible for ensuring that the ban is enforced
IMPLEMENTATION OF THE POLICY
Heads of devolved units, schools and departments, as well as managers and supervisors shall be responsible for implementing the policy in the areas under their control. Employees who are concerned about non-compliance with the policy should approach their supervisor or head of department at the first instance. Where such action does not result in resolution of the problem, employees should contact the Division of Human Resources who can advise the relevant supervisor or head of department of the requirements of the policy.
ASSISTANCE TO SMOKERS ADJUSTING TO THE POLICY
Smoking Cessation Programs
The University will grant sick leave to an employee up to a maximum of five (5) working days in any period of one (1) year to attend smoking cessation courses, and will provide information on courses available outside working hours.
The Division of Human Resources will provide advice and assistance to employees on details of smoking cessation programs conducted in their local area.
Counselling
It is recognised that the implementation of this policy may create difficulty for some employees who smoke. Where such employees elect to seek counselling to adjust their smoking habits in order to comply with this policy, the University will provide assistance in making arrangements for the employees to seek counselling under the Employee Assistance Program or allied programs