According to the U.S. Department of Health and Human Services, tobacco use is the leading preventable cause of premature death and a leading cause of chronic illness and disability in the U.S.
“Smokers have 50 percent higher absenteeism rates, and cost employers approximately $3,600 more per year in health and life insurance costs and claims, accidents and fires, property damage, smoke pollution illnesses, and discomfort to nonsmokers,” says Ginny Hridel, the product manager of health insurance and wellness programs for the Council of Smaller Enterprises (COSE). “Lost work time and combined medical bills add up to a staggering $65 billion every year.”
Despite this, nearly 50 million Americans smoke. Many want to quit, but they just don’t know how. At the same time, employers are eager to find practical approaches to this costly workplace problem. One of the best benefits that an employer can offer their employees is a tobacco cessation program. The employee improves his or her health and the employer will, in turn, be rewarded in the form of reduced absenteeism, fewer illnesses and increased productivity.
Smart Business spoke with Hridel about tobacco cessation programs and how to implement an effective one at your organization.
How can you create a smoking cessation program that is equitable for all employees?
First, formulate a written policy that clearly states the objectives and how to achieve them. If possible, integrate the policy with other programs and procedures related to health and safety in the workplace. The policy should include the purpose of the plan; the link between the smoke-free policy and corporate values; the time frame for implementation and a clear statement of whether smoking or tobacco use is permitted on the premises and, if so, where; the number and duration of acceptable smoking breaks; details of support available for tobacco users such as counseling and cessation support; disciplinary actions or consequences of noncompliance; and the name of the contact who can answer questions related to the policy.
Can an employer offer different health insurance premiums as incentives?
Under HIPAA (Health Insurance Portability and Accountability Act), if none of the conditions for obtaining a reward under a wellness program are based on an individual satisfying a standard related to health factor, the program complies with the nondiscrimination requirements (assuming participation in the program is made available to all similarly situated individuals). For example, a program that rewards employees who are tobacco-free or for participating in a program to become tobacco-free without regard to whether the employee actually quits using tobacco products.