Smoking Rules?
You are a supervisor in a warehousing operation. You recently instituted a “No Smoking” policy in the facility. All employees were notified of the policy change. It was not well-received. As you walk down aisle B in the warehouse, you see a cloud of smoke and then see Chris running to aisle A. You need to talk to Chris.
1) Does this rule have business justification?
2) Can this rule be enforced? How?
3) As an HR manager, how will you address Chris?
4) What are potential problems if you address Chris? What are some issues that can arise if you don't?
Sample Solution
Addressing Chris and the "No Smoking" Policy: A Balancing Act
- Business Justification: Absolutely. Implementing a "No Smoking" policy has numerous justifications:
- Health and safety: Secondhand smoke poses health risks to all employees, potentially leading to respiratory illnesses, absenteeism, and increased healthcare costs.
- Fire safety: Smoking materials can cause fires, posing a significant safety hazard to employees and property.
- Productivity: Designated smoking breaks can disrupt workflows and decrease overall productivity.
- Company image: A smoke-free environment enhances the company's professional image and attracts responsible talent.
- Enforcing the Rule: Enforcement requires a multi-pronged approach:
- Clear communication: Reiterate the policy through written materials, company meetings, and individual reminders.
Full Answer Section
- Provide alternatives: Offer designated smoking areas outside the facility and support services for quitting smoking.
- Progressive discipline: Implement graduated disciplinary measures for violations, starting with warnings and culminating in termination for repeat offenses.
- Employee involvement: Encourage employees to report violations and build a culture of compliance.
- Addressing Chris: As an HR manager, approach Chris professionally and empathetically:
- Privately: Schedule a private meeting to avoid embarrassment and allow open communication.
- Acknowledge: Start by acknowledging Chris's frustration and validate his concerns.
- Explain: Clearly explain the rationale behind the policy and its benefits for everyone.
- Listen: Actively listen to Chris's perspective and address any misunderstandings.
- Offer options: Inform him about designated smoking areas, quitting resources, and support options.
- Consequences: Clearly outline the consequences of future violations.
- Potential Problems:
- Addressing Chris:
- He might be dismissive or angry, making it difficult to have a productive dialogue.
- He might accuse you of discrimination, requiring further discussion and clarification.
- Not Addressing Chris:
- Other employees might perceive favoritism and disregard for the policy.
- It sends a message of tolerance for non-compliance, setting a bad precedent.
- Smoke will continue to pose health and safety risks to everyone.
By remaining objective, empathetic, and consistent in your communication and enforcement, you can navigate this situation effectively. Remember, the goal is to ensure a safe and healthy work environment for all employees while supporting Chris's needs within the bounds of the policy.