More and more people have picked up vaping as a habit. Manufacturers and avid vapers alike claim that vaping is a better alternative to smoking as it allegedly comes with lesser risk. In most places, vaping is not as regulated by law as opposed to cigarette smoking. This has sparked many debates on whether or not it is safe for people to vape in public spaces.
With the rise in the number of those who vape Beloeil exotic sodas or other flavors, employers, including golf company owners, also need to keep up with the trend. Employers must adjust their company policies to guide their employees on the dos and don’ts of vaping in the workplace.
To achieve this, employers must take a look at some key principles that may assist them in creating fair and reasonable policies for their employees.
Key Principles to Follow During Policy-making
Principle 1: Clearly distinguish the differences between smoking and vaping
Most laws in place that regulate cigarette smoking have a clear definition of what exactly smoking is. Vaping cannot fit into this definition, and thus, cannot be regulated by these laws.
In coming up with vaping policies, employers need to ensure that they are not using the terms “smoking” and “vaping” interchangeably to avoid confusing employees, as these two terms mean very different things.
Employees must also avoid making use of terminology that is related to smoking when referring to matters involving vaping.
Principle 2: Take into account and manage the risk of minors getting into vaping
Those who have taken up vaping claim that it allows them to slowly wean off from smoking cigarettes. Thus, allowing employees to vape in the workplace is actually a way to promote healthier habits and reduce the number of cigarette smokers.
However, this does not mean that employees are just allowed to vape willy-nilly in front of clients and their children. The workplace’s vaping policies must not be responsible for the increase in the number of young people taking up vaping as a habit. Thus, when creating policies for vaping, it is better to designate areas in golf clubs that are not easily accessible by children.
Principle 3: Crafted policies must be based on evidence
To create sound policies, they must be built upon studies and evidence.
While research is still ongoing regarding the risks of vaping in public spaces, evidence already suggests that the risk of vaping to bystanders’ health is quite low. On the other hand, studies regarding the harmfulness of exposure to secondhand cigarette smoke are already absolute and replicated time and time again. Thus, when doing a risk assessment, it is best that employers must be knowledgeable of the studies that have been conducted.
While many claims say vaping is safer for users and poses minimal risks to bystanders, employers must also keep in mind the comfort of their clients. They have to take into account the possibility of clients who are susceptible to environmental irritants, which may include e-cigarette vapors.
During the enforcement, employers need to remember to clearly communicate the nuances of these policies that they have crafted. They must ensure that their employees have completely understood the ins and outs of these rules.