[{"data":1,"prerenderedAt":503},["ShallowReactive",2],{"document-smoking-policy-D733":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":502},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"[YOUR COMPANY NAME]'s Smoking Policy Written Policy The employee will receive a copy of this policy in the employee's orientation packet. In addition, copies of the policy are posted in various locations throughout this facility including [Name locations; e.g., the break room]. Additional copies are available upon request. Smoking in the Workplace Because [YOUR COMPANY NAME] is a private building not open to the general public, smoking at [YOUR COMPANY NAME] is not governed by state law or local ordinance. [YOUR COMPANY NAME] allows employees who have private offices to smoke in their offices. Employees who share offices must refrain from smoking in the office if any employee in that office objects",null,"Smoking Policy","1",23,"doc","https://templates.business-in-a-box.com/imgs/1000px/smoking-policy-D733.png","https://templates.business-in-a-box.com/imgs/250px/733.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#733.xml",{"title":6,"description":6},[16,19],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Company Policies","/templates/company-policies/","smoking policy","Smoking Policy Template","https://templates.business-in-a-box.com/imgs/400px/733.png","https://templates.business-in-a-box.com/imgs/600px/733.png",[27,16,19],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":17,"url":18},{"label":34,"url":35},"Workplace Policies","/templates/workplace-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,100,119,132,146,160],{"label":38,"url":39,"thumb":40,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":42,"url":43,"thumb":44,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":46,"url":47,"thumb":48,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":50,"url":51,"thumb":52,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":54,"url":55,"thumb":56,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":58,"url":59,"thumb":60,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"label":62,"url":63,"thumb":64,"extension":10},"Cancellation Policy","/template/cancellation-policy-D12627","https://templates.business-in-a-box.com/imgs/250px/12627.png",{"label":66,"url":67,"thumb":68,"extension":10},"Complaint Policy","/template/complaint-policy-D12631","https://templates.business-in-a-box.com/imgs/250px/12631.png",{"label":70,"url":71,"thumb":72,"extension":10},"Cookie Policy","/template/cookie-policy-D13174","https://templates.business-in-a-box.com/imgs/250px/13174.png",{"label":74,"url":75,"thumb":76,"extension":10},"Credit Policy","/template/credit-policy-D12633","https://templates.business-in-a-box.com/imgs/250px/12633.png",{"label":78,"url":79,"thumb":80,"extension":10},"Disability Policy","/template/disability-policy-D12635","https://templates.business-in-a-box.com/imgs/250px/12635.png",{"label":82,"url":83,"thumb":84,"extension":10},"Diversity Policy","/template/diversity-policy-D12636","https://templates.business-in-a-box.com/imgs/250px/12636.png",{"description":86,"descriptionCustom":6,"label":87,"pages":8,"size":88,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":93,"keywords":98,"url":99},"DRUG AND ALCOHOL POLICY TERMS Drug and alcohol abuse contribute to billions of dollars of lost productivity and thousands of workplace injuries every year. Our policy is to employ a work force free from alcohol abuse or the use of illegal drugs. This company takes drug and alcohol abuse as a serious matter and will not tolerate it. The company absolutely prohibits the use of alcohol or non-prescribed drugs at the workplace or while on company premises. It also discourages non-workplace drug and alcohol abuse. The use, sale or possession of alcohol or drugs while on the job or on company property will result in disciplinary action, up to and including termination, and may have legal consequences. Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. It is our intent and obligation to provide a drug-free, healthful and safe work environment. [YOUR COMPANY NAME] reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop off in work performance. Failure to take a requested test may lead to discipline, including possible termination. The company also cautions against use of prescribed or over-the-counter medication which can affect your workplace performance","Drug and Alcohol Policy",31,"https://templates.business-in-a-box.com/imgs/1000px/drug-and-alcohol-policy-D708.png","https://templates.business-in-a-box.com/imgs/250px/708.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#708.xml",{"title":6,"description":6},[94,96],{"label":17,"url":95},"human-resources",{"label":20,"url":97},"company-policies","drug alcohol policy","/template/drug-and-alcohol-policy-D708",{"description":101,"descriptionCustom":6,"label":102,"pages":103,"size":104,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":117,"url":118},"CODE OF CONDUCT As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is. In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of [COMPANY] and this Code of Conduct (\"Code\" or \"Policy\"). If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time. PURPOSE Our Employee Code of Conduct Company Policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and the overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our Code of Conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment. SCOPE This Policy applies to all our employees, regardless of employment agreement or rank. VIOLATIONS WHICH ARE CONSIDERED AGAINST THE CODE OF CONDUCT While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation. Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination: Theft, fraud, embezzlement, or other proven acts of dishonesty. Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor or customer. Obtaining employment or promotion on the basis of false or misleading information. Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business. Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business. Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence. Assisting anyone who you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime. Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data. Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one's job. Disrupting the work environment. Excessive absenteeism or unacceptable patterns of absenteeism. Repeatedly failing to use a timeclock as directed. Job abandonment, meaning the failure to report to work without properly notifying one's immediate supervisor, or leaving a job assignment prior to completion of your responsibilities. Conduct that is likely to cause another employee, customer or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment. Unauthorized use of Company or customer supplies, information, equipment, funds, or computer codes/passwords. Knowingly mishandling a customer's or potential customer's account. This includes improper discriminatory practices. Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors. Committing any act, on or off the Company's premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or vendors. Repeatedly failing to meet job responsibilities, job budget or quality requirements. COMPANY'S EXPECTATIONS [COMPANY] expects you to: be present at work as required. maintain agreed standards of performance. comply with health and safety policies and procedures. comply with all lawful and reasonable instructions. maintain set standards of integrity, conduct, and concern for the public interest. demonstrate commitment to [COMPANY]'s vision, values, and goals. be active in your self-development. We expect you to: comply with all reasonable instructions and work as directed by your manager. be familiar with, and consistently apply, the Acts and Regulations that directly affect your work. be familiar with, and consistently apply, the requirements of [COMPANY]'s operational manual, as well as wider [COMPANY] policies and procedures that affect your work, for example, policies for managing human resources. be consistent and fair in requiring compliance with statutory obligations. adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated and administrative authorities. not give any false information or make any false declaration. obtain permission from your manager before entering into any contract or agreement. not create any liability for [COMPANY] beyond your authorization. consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions. show reasonable care for [COMPANY] property, resources, and funds and neither use nor approve them to be used for anything other than authorized purposes. contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation. contact your manager within 30 minutes of your normal/rostered starting time, or in accordance with local instructions, if you are unable to work because of sickness, or an emergency. maintain the standard of dress and general appearance required in your workplace. EMPLOYEE'S EXPECTATIONS [COMPANY] has an obligation to behave in a fair and reasonable manner towards employees by acting in compliance with its legal commitments","Code Of Conduct","6",513,"https://templates.business-in-a-box.com/imgs/1000px/code-of-conduct-D13318.png","https://templates.business-in-a-box.com/imgs/250px/13318.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13318.xml",{"title":109,"description":6},"code of conduct",[111,114],{"label":112,"url":113},"Business Plan Kit","business-plan-kit",{"label":115,"url":116},"Management","business-management","code conduct","/template/code-of-conduct-D13318",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":104,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":131},"DISCIPLINARY ACTION POLICY PURPOSE The purpose of this Disciplinary Action Policy is to establish a clear framework and guidelines for addressing employee misconduct, policy violations, and performance issues in a fair and consistent manner. This Policy aims to promote a positive work environment, ensure compliance with company policies, and provide opportunities for employee growth and improvement. SCOPE This Policy applies to all employees at [COMPANY NAME], including full-time, part-time, temporary, and contract workers. It covers a wide range of infractions, including but not limited to misconduct, violation of company policies, insubordination, unethical behavior, harassment, discrimination, poor performance, and any actions that may negatively impact the workplace or the organization's reputation. PRINCIPLES OF DISCIPLINARY ACTION Fairness: All disciplinary actions will be conducted in a fair and unbiased manner, providing employees with an opportunity to present their side of the story and defend themselves against allegations. Consistency: Disciplinary actions will be applied consistently throughout the organization, ensuring that similar infractions are treated similarly. Progressive Approach: Whenever possible, a progressive approach to discipline will be followed, with escalating consequences for repeated or severe infractions. However, the organization reserves the right to skip progressive steps in cases of serious misconduct. Confidentiality: Disciplinary matters will be treated with strict confidentiality, only shared with individuals who have a legitimate need to know, while maintaining compliance with applicable privacy laws. DISCIPLINARY PROCEDURES Investigation: Before initiating any disciplinary action, a thorough and impartial investigation will be conducted to gather facts and evidence regarding the alleged misconduct or performance issue. The investigation may involve interviews, document review, and any other relevant means of gathering information.","Disciplinary Action Policy","2","https://templates.business-in-a-box.com/imgs/1000px/disciplinary-action-policy-D13486.png","https://templates.business-in-a-box.com/imgs/250px/13486.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13486.xml",{"title":127,"description":6},"disciplinary action policy",[129,130],{"label":17,"url":95},{"label":20,"url":97},"/template/disciplinary-action-policy-D13486",{"description":133,"descriptionCustom":6,"label":134,"pages":135,"size":104,"extension":10,"preview":136,"thumb":137,"svgFrame":138,"seoMetadata":139,"parents":141,"keywords":144,"url":145},"HEALTH & WELLNESS PROGRAM POLICY INTRODUCTION The Health and Wellness Program Policy of [COMPANY NAME] underscores our commitment to promoting the physical, mental, and emotional well-being of our employees. This Policy outlines our dedication to creating a healthy workplace environment and providing resources and support for employees to maintain a balanced and healthy lifestyle. PURPOSE The purpose of this Policy is to: Define [COMPANY NAME]'s commitment to employee health and wellness. Establish guidelines and procedures for the implementation and administration of the health and wellness program. Encourage employees to actively participate in wellness initiatives and take ownership of their well-being. DEFINITIONS Health and Wellness Program: A comprehensive program designed to promote the overall health and well-being of employees through various initiatives, resources, and activities. HEALTH AND WELLNESS PRINCIPLES [COMPANY NAME] is committed to the following principles for the health and wellness program: Prevention: Emphasizing preventive measures to reduce health risks. Inclusivity: Ensuring that the program is accessible and beneficial to all employees, regardless of their current health status. Confidentiality: Respecting the privacy of employees and maintaining the confidentiality of health-related information. Employee Engagement: Encouraging active employee participation and engagement in wellness activities. Continual Improvement: Regularly evaluating and improving the program based on employee feedback and evolving wellness trends. RESPONSIBILITIES [COMPANY NAME] employees, including managers and supervisors, are responsible for: Participating in wellness activities and initiatives. Encouraging a culture of health and wellness within the organization. Respecting the privacy and confidentiality of health-related information. PROGRAM COMPONENTS [COMPANY NAME]'s health and wellness program may include, but is not limited to: Health screenings and assessments. Fitness and physical activity initiatives. Mental health and stress management resources. Nutrition and healthy eating education. Smoking cessation programs. Work-life balance initiatives. PROGRAM ADMINISTRATION [COMPANY NAME] recognizes the importance of effective program administration in ensuring the success of our Health and Wellness Program. To achieve this, we will designate a Wellness Coordinator or committee responsible for the following key aspects: Planning: The Wellness Coordinator or committee will strategize and plan the wellness program's initiatives, taking into account the diverse needs and preferences of our employees. This planning phase will involve identifying health and wellness goals, selecting appropriate activities and resources, and establishing a timeline for implementation. Implementation: Once the program is planned, the Wellness Coordinator or committee will oversee the execution of various wellness initiatives. This includes organizing health screenings, fitness classes, mental health workshops, and other activities outlined in the program. They will ensure that these activities run smoothly, are accessible to all employees, and align with the established schedule. Evaluation: Evaluation is a continual process to assess the effectiveness of the wellness program","Health and Wellness Program Policy","4","https://templates.business-in-a-box.com/imgs/1000px/health-and-wellness-program-policy-D13702.png","https://templates.business-in-a-box.com/imgs/250px/13702.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13702.xml",{"title":140,"description":6},"health and wellness program policy",[142,143],{"label":17,"url":95},{"label":20,"url":97},"health wellness program policy","/template/health-and-wellness-program-policy-D13702",{"description":147,"descriptionCustom":6,"label":148,"pages":149,"size":150,"extension":10,"preview":151,"thumb":152,"svgFrame":153,"seoMetadata":154,"parents":155,"keywords":158,"url":159},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[156,157],{"label":17,"url":95},{"label":20,"url":97},"employee handbook","/template/employee-handbook-D712",{"description":161,"descriptionCustom":6,"label":162,"pages":122,"size":104,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":168,"keywords":171,"url":172},"HEALTH AND SAFETY POLICY POLICY STATEMENT This Health and Safety Policy outlines our commitment to providing a safe and healthy work environment for all employees, contractors, visitors, and stakeholders associated with [COMPANY NAME]. We prioritize the well-being and safety of our workforce and aim to prevent accidents, injuries, and occupational illnesses through proactive measures and continual improvement. COMPLIANCE WITH LAWS AND REGULATIONS We at [COMPANY NAME] will comply with all applicable local, regional, and national laws, regulations, and industry standards related to health and safety. Our operations will meet or exceed the minimum requirements set forth by relevant authorities to ensure a safe working environment. RESPONSIBILITY AND ACCOUNTABILITY Management Commitment: Top management is responsible for providing leadership, resources, and support necessary to maintain a robust health and safety program. They will demonstrate a visible commitment to health and safety through regular communication, participation, and continual improvement. Employee Responsibility: All employees are responsible for following health and safety policies, procedures, and guidelines. They are encouraged to report hazards, incidents, or unsafe conditions promptly to their supervisors or designated safety representatives. RISK ASSESSMENT AND HAZARD CONTROL Risk Assessment: We will conduct regular risk assessments to identify potential hazards and evaluate the associated risks within our workplace. These assessments will be documented, and control measures will be implemented to mitigate or eliminate identified risks. Hazard Control: We will establish and maintain effective procedures and controls to minimize workplace hazards. This includes providing appropriate personal protective equipment (PPE), implementing engineering controls, and ensuring the safe use, storage, and handling of equipment, materials, and substances. TRAINING AND COMMUNICATION Training: We will provide comprehensive health and safety training to all employees, contractors, and relevant stakeholders","Health and Safety Policy","https://templates.business-in-a-box.com/imgs/1000px/health-and-safety-policy-D13493.png","https://templates.business-in-a-box.com/imgs/250px/13493.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13493.xml",{"title":167,"description":6},"health and safety policy",[169,170],{"label":17,"url":95},{"label":20,"url":97},"health safety policy","/template/health-and-safety-policy-D13493",false,{"seo":175,"reviewer":187,"legal_disclaimer":173,"quick_facts":191,"at_a_glance":193,"personas":197,"variants":222,"glossary":244,"sections":275,"how_to_fill":326,"common_mistakes":367,"faqs":392,"industries":420,"comparisons":445,"diy_vs_pro":461,"educational_modules":474,"related_template_ids_curated":477,"schema":490,"classification":492},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"Smoking Policy Template (Free Word)","Free smoking policy template for workplaces. Covers designated areas, prohibited zones, enforcement, and compliance. Used in 190+ countries. Free Word and PDF download.","smoking policy template",[180,181,182,183,184,185,186],"workplace smoking policy","no smoking policy template","employee smoking policy","smoke-free workplace policy","smoking policy template word","tobacco policy for employees","smoking at work policy",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":192,"legal_review_recommended":173,"signature_required":173},"medium",{"what_it_is":194,"when_you_need_it":195,"whats_inside":196},"A Smoking Policy is a formal workplace document that establishes where smoking and tobacco use are permitted on company premises, how violations are handled, and what support resources are available to employees who wish to quit. This free Word download lets you customize designated areas, prohibited zones, and enforcement steps, then distribute it as PDF or include it in your employee handbook.\n","Use it when onboarding new employees, updating your employee handbook, responding to a workplace complaint about tobacco exposure, or ensuring compliance with local smoke-free workplace legislation.\n","Policy purpose and scope, definitions of tobacco and vaping products, designated smoking areas, prohibited locations, employee obligations, visitor and contractor rules, enforcement and disciplinary procedures, and cessation support resources.\n",[198,202,206,210,214,218],{"title":199,"use_case":200,"icon_asset_id":201},"HR managers","Adding a standardized smoking policy to the employee handbook","persona-hr-manager",{"title":203,"use_case":204,"icon_asset_id":205},"Small business owners","Setting clear rules for staff and customers at a physical location","persona-small-business-owner",{"title":207,"use_case":208,"icon_asset_id":209},"Office managers","Responding to employee complaints about secondhand smoke near entrances","persona-office-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Operations directors","Standardizing smoking rules across multiple sites or facilities","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":217},"Facilities managers","Designating compliant outdoor smoking areas and posting required signage","persona-facilities-manager",{"title":219,"use_case":220,"icon_asset_id":221},"Healthcare administrators","Enforcing a fully smoke-free campus policy for patients, staff, and visitors","persona-healthcare-admin",[223,227,231,234,237,241],{"situation":224,"recommended_template":225,"slug":226},"Complete ban on all tobacco and vaping across the entire property","Smoke-Free Campus Policy","free-linking-agreement-D747",{"situation":228,"recommended_template":229,"slug":230},"Office building with a designated outdoor smoking zone","Smoking Policy with Designated Areas","smoking-policy-D733",{"situation":232,"recommended_template":233,"slug":230},"Multi-site retail or hospitality business","Multi-Location Smoking Policy",{"situation":235,"recommended_template":236,"slug":226},"Healthcare or school campus requiring zero-tolerance enforcement","Tobacco-Free Campus Policy",{"situation":238,"recommended_template":239,"slug":240},"Policy update to include e-cigarettes and vaping devices","Tobacco and Vaping Policy","ai-policy-D13598",{"situation":242,"recommended_template":243,"slug":230},"Construction or industrial site with outdoor work areas","Worksite Smoking Policy",[245,248,251,254,257,260,263,266,269,272],{"term":246,"definition":247},"Tobacco Products","Any product containing tobacco intended for smoking, chewing, or inhaling, including cigarettes, cigars, pipe tobacco, and chewing tobacco.",{"term":249,"definition":250},"Electronic Cigarette (E-Cigarette)","A battery-powered device that heats a liquid to produce an aerosol for inhalation, commonly called vaping — typically covered alongside tobacco in modern policies.",{"term":252,"definition":253},"Designated Smoking Area (DSA)","A specific outdoor location formally approved by the employer where smoking is permitted, marked with signage, and equipped with appropriate receptacles.",{"term":255,"definition":256},"Smoke-Free Zone","Any indoor or outdoor area where all forms of smoking and tobacco use are prohibited, including building entrances, car parks, and company vehicles.",{"term":258,"definition":259},"Secondhand Smoke","Tobacco smoke exhaled by a smoker or emitted from a burning cigarette that is inhaled involuntarily by people nearby, classified as a health hazard in most jurisdictions.",{"term":261,"definition":262},"Progressive Discipline","A staged enforcement process that escalates consequences for repeated policy violations — typically verbal warning, written warning, then termination.",{"term":264,"definition":265},"Cessation Support","Employer-provided resources to help employees quit smoking, such as nicotine replacement therapy subsidies, counseling referrals, or EAP access.",{"term":267,"definition":268},"EAP (Employee Assistance Program)","A confidential employer-sponsored program offering counseling, referrals, and support services, including smoking cessation coaching.",{"term":270,"definition":271},"Scope of Policy","The defined boundaries of who and what the policy applies to — employees, contractors, visitors, and all company-owned or leased premises.",{"term":273,"definition":274},"Smoking Break","An unscheduled or scheduled pause in work for the purpose of smoking; the policy should specify whether these count against standard break allowances.",[276,281,286,291,296,301,306,311,316,321],{"name":277,"plain_english":278,"sample_language":279,"common_mistake":280},"Purpose and policy statement","States why the policy exists — protecting employee health, complying with legislation, and maintaining a productive work environment — and the employer's overall position on tobacco use.","[COMPANY NAME] is committed to providing a safe and healthy workplace for all employees, contractors, and visitors. This policy establishes the rules governing smoking and tobacco use on all company premises effective [DATE].","Writing a vague purpose statement like 'to promote wellness.' A purpose tied to specific legal obligations and health outcomes is harder to challenge and easier to enforce consistently.",{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Scope and applicability","Defines who the policy covers (all employees, temporary workers, contractors, and visitors) and all locations it applies to (offices, vehicles, outdoor areas, and off-site company events).","This policy applies to all individuals on [COMPANY NAME] premises, including full-time and part-time employees, agency workers, contractors, clients, and visitors, at all locations owned, leased, or controlled by the Company.","Limiting scope to 'employees only' and omitting contractors and visitors. This gap creates inconsistent enforcement and leaves the employer exposed to complaints from non-employee workers affected by secondhand smoke.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Definitions","Clarifies what products the policy covers — cigarettes, cigars, pipe tobacco, chewing tobacco, e-cigarettes, vaping devices, and heated tobacco products — so there is no ambiguity about what is regulated.","For the purposes of this policy, 'smoking' includes the use of any tobacco product and any electronic or vaping device that produces an aerosol or vapor for inhalation, including but not limited to: cigarettes, cigars, e-cigarettes, vape pens, and heated tobacco products.","Defining only traditional cigarettes and failing to include e-cigarettes and vaping devices. Employees interpret the omission as tacit permission, creating enforcement disputes.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Prohibited areas","Lists every location where smoking is banned — all indoor spaces, building entrances, car parks, company vehicles, outdoor seating areas, and any area within a specified distance of a building entrance.","Smoking is strictly prohibited in all indoor areas and within [X] metres/feet of any building entrance, exit, window, or air intake. Prohibited areas also include all company vehicles, covered car parks, loading docks, and outdoor areas used for dining or client events.","Stating 'no smoking indoors' without specifying a minimum distance from entrances. Employees smoke immediately outside the door, defeating the policy's purpose and potentially violating local ordinances that mandate specific setback distances.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Designated smoking areas","Describes the approved outdoor location(s) where smoking is permitted, including physical location, required signage, waste disposal provisions, and any time restrictions.","The Company has designated the following area(s) for smoking: [LOCATION DESCRIPTION]. This area is marked with appropriate signage and equipped with a covered receptacle for tobacco waste. Employees using this area are responsible for disposing of all tobacco waste properly.","Designating a smoking area that does not meet local setback requirements or is positioned near an air intake, then facing a regulatory citation for failing to comply with the very ordinance the policy was meant to address.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Employee obligations and smoking breaks","States what employees must do — use only designated areas, dispose of waste properly, return to work promptly — and clarifies whether smoking breaks are additional to or drawn from standard break allowances.","Employees who smoke must do so only in the designated smoking area during authorised break periods. Smoking breaks are included within the standard [X-minute] break allowances and do not constitute additional paid time away from work duties.","Leaving break entitlement undefined. Non-smoking employees who observe colleagues taking extra unscheduled breaks raise grievances about unequal treatment, which is both a morale and a potential legal issue.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Enforcement and disciplinary procedure","Explains how violations are reported and investigated, and the progressive discipline steps — verbal warning, written warning, final written warning, and dismissal for repeated breaches.","Violations of this policy will be addressed under the Company's disciplinary procedure as follows: first offence — verbal warning and reminder of policy; second offence — written warning; third offence — final written warning; subsequent offences — may result in termination of employment.","Describing enforcement as 'managers will handle breaches' without specifying the process. Inconsistent manager-by-manager enforcement exposes the company to claims of selective or discriminatory discipline.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Contractors and visitors","Extends the policy to all non-employees on-site and places responsibility on the hosting manager or reception staff to communicate the rules at the point of entry.","All contractors and visitors are required to comply with this Smoking Policy while on Company premises. The hosting employee or receptionist is responsible for informing visitors of the policy and the location of the designated smoking area upon arrival.","Applying the policy to employees only and assuming contractors manage themselves. Contractors who smoke in prohibited areas create the same liability exposure as employees — and affected staff observe the double standard immediately.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Cessation support and resources","Lists the support the company offers to employees who want to quit smoking — EAP referrals, subsidised nicotine replacement therapy, or flexible scheduling for cessation programme appointments.","The Company supports employees who wish to stop smoking. Resources available include: [EAP PROVIDER] confidential counselling (call [NUMBER]); subsidised nicotine replacement therapy up to $[AMOUNT] per employee per year; and up to [X] hours of paid leave per year to attend a structured cessation programme.","Including cessation support language with no actual resources listed. Employees read it as performative, and the policy loses credibility as a genuine health initiative.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Policy review and updates","States who owns the policy, when it was last reviewed, and how often it will be updated — typically annually or whenever relevant legislation changes.","This policy is owned by the [HR / Operations] department and will be reviewed annually or whenever there is a material change in applicable law or company operations. Last reviewed: [DATE]. Next scheduled review: [DATE].","Omitting a review schedule and leaving a policy in place for years without checking it against updated local ordinances. A policy that references repealed regulations undermines the company's compliance posture.",[327,332,337,342,347,352,357,362],{"step":328,"title":329,"description":330,"tip":331},1,"Confirm the applicable local legislation","Before completing the template, identify the smoke-free workplace laws that apply to your city, state, or province. These set mandatory minimum distances from entrances and may require specific signage.","Search '[your state/province] smoke-free workplace act' plus the current year — many jurisdictions have updated rules to cover e-cigarettes and vaping since 2020.",{"step":333,"title":334,"description":335,"tip":336},2,"Define the scope and list all covered locations","Enter every office, facility, vehicle, and off-site location the policy will govern. If your company has multiple sites with different layouts, create a schedule or annex listing each location.","Include company-sponsored off-site events explicitly — a team day at an external venue creates the same duty-of-care obligations as your own premises.",{"step":338,"title":339,"description":340,"tip":341},3,"Specify prohibited areas with exact distances","List every indoor space and add a numerical setback distance from all building entrances, windows, and air intakes. Check local law for the minimum required distance — typically 5 to 10 metres in most jurisdictions.","Err on the side of a larger setback than the legal minimum. A buffer beyond the regulatory floor reduces complaints and shows demonstrable good faith if the policy is ever challenged.",{"step":343,"title":344,"description":345,"tip":346},4,"Designate and describe the smoking area(s)","Identify the specific outdoor location(s) where smoking is permitted, confirm it meets setback requirements, and add details on signage and waste disposal. If no compliant location exists, note that the site is smoke-free.","Walk the site physically before finalising the location — check prevailing wind direction so smoke does not drift back into building entrances or outdoor seating areas.",{"step":348,"title":349,"description":350,"tip":351},5,"Clarify break entitlements","State explicitly whether smoking breaks are drawn from existing break allowances or are additional. Align this with your general break policy so the treatment of smokers and non-smokers is consistent.","If your jurisdiction mandates a specific number of paid breaks, confirm that absorbing smoking breaks into that allowance is legally permissible before publishing the policy.",{"step":353,"title":354,"description":355,"tip":356},6,"Set the disciplinary escalation steps","Align the enforcement section with your existing disciplinary procedure — same stages, same documentation process, same appeal rights. The smoking policy should reference the main disciplinary policy rather than create a parallel process.","Name the role responsible for issuing each stage of warning (line manager, HR) so there is no ambiguity about who acts when a violation is reported.",{"step":358,"title":359,"description":360,"tip":361},7,"Add cessation resources with real contact details","Enter the actual phone number or URL for your EAP, the dollar amount of any nicotine replacement therapy subsidy, and the number of paid cessation leave hours available. Placeholder text must be replaced before distribution.","Contact your EAP provider for a one-page cessation resource sheet you can attach to the policy — it costs nothing and significantly increases uptake.",{"step":363,"title":364,"description":365,"tip":366},8,"Distribute, post, and record acknowledgement","Send the finalised policy to all employees, post it on the intranet and in common areas, and record that each employee has read and understood it — either via a signed acknowledgement form or an LMS completion record.","For new hires, include the smoking policy in the onboarding pack and collect the acknowledgement on day one, before the employee has had a chance to form habits on-site.",[368,372,376,380,384,388],{"mistake":369,"why_it_matters":370,"fix":371},"Omitting e-cigarettes and vaping from the definitions","Employees assume vaping is permitted if the policy only mentions cigarettes and tobacco. Secondhand aerosol exposure complaints follow, and the employer has no written basis to discipline.","Update the definitions section to explicitly cover all electronic nicotine delivery devices and heated tobacco products. Review definitions annually as new product categories emerge.",{"mistake":373,"why_it_matters":374,"fix":375},"No specified distance from building entrances","Without a numerical setback, employees smoke immediately outside the door, exposing non-smokers to secondhand smoke and potentially violating local ordinances that mandate specific distances.","State the setback in metres or feet — at minimum match the local legal requirement, and consider adding an extra buffer of 2–3 metres to reduce complaints.",{"mistake":377,"why_it_matters":378,"fix":379},"Applying the policy to employees but not contractors and visitors","Non-employee smokers in prohibited areas create the same health and compliance exposure as employees, and staff quickly notice the inconsistency, eroding the policy's credibility.","Extend scope explicitly to all persons on company premises and assign responsibility to a named role (reception, facilities) for briefing visitors on arrival.",{"mistake":381,"why_it_matters":382,"fix":383},"Leaving break entitlement undefined","Non-smoking employees who observe colleagues taking frequent unscheduled smoking breaks raise formal grievances about unequal treatment — a morale and potential legal problem.","State clearly in the policy whether smoking breaks are included within standard break allowances, and ensure line managers apply the rule uniformly across all staff.",{"mistake":385,"why_it_matters":386,"fix":387},"Publishing the policy without distributing it or collecting acknowledgements","A policy employees have never seen cannot be enforced. Disciplinary action for a smoking violation will be challenged if the employer cannot prove the employee knew the rules.","Distribute the policy to all employees upon publication, collect a signed or LMS-recorded acknowledgement from each individual, and include it in every new-hire onboarding pack.",{"mistake":389,"why_it_matters":390,"fix":391},"Never reviewing or updating the policy","Smoke-free legislation has expanded significantly in most jurisdictions over the past decade, often adding e-cigarettes and new setback requirements. An outdated policy may reference repealed rules or miss newly prohibited areas.","Schedule an annual policy review in the HR calendar, and trigger an unscheduled review whenever local smoke-free workplace law changes in any jurisdiction where the company operates.",[393,396,399,402,405,408,411,414,417],{"question":394,"answer":395},"What is a workplace smoking policy?","A workplace smoking policy is a formal document that defines where employees, contractors, and visitors may or may not smoke on company premises, how violations are handled, and what support the employer provides to those who want to quit. It protects non-smoking employees from secondhand smoke exposure, helps the employer comply with local smoke-free workplace laws, and sets a consistent standard that managers can enforce fairly.\n",{"question":397,"answer":398},"Is a smoking policy legally required?","In most US states, Canadian provinces, the UK, and EU member states, employers are legally required to have a written smoke-free workplace policy and to display no-smoking signage. The specific requirements — mandatory setback distances, covered product categories, and required notice periods — vary by jurisdiction. Even where a written policy is not explicitly mandated, having one in place is considered standard practice and significantly reduces employer liability.\n",{"question":400,"answer":401},"Does a smoking policy need to cover e-cigarettes and vaping?","Yes. Most smoke-free workplace laws enacted or updated after 2016 extend to electronic cigarettes and vaping devices, and many jurisdictions explicitly include them in the definition of prohibited tobacco products. Even where local law has not yet been updated, including vaping in your policy definitions is best practice — aerosol from vaping devices is not harmless, and employees have a reasonable expectation of protection from it.\n",{"question":403,"answer":404},"Can an employer ban smoking entirely on company property?","Yes, in most jurisdictions. A fully smoke-free campus policy — banning all tobacco and vaping use anywhere on the property, including outdoor areas — is legally permissible in most of the US, Canada, the UK, and the EU. Some jurisdictions with strong privacy protections limit an employer's ability to restrict off-duty smoking, but on-premises rules are generally enforceable regardless of those protections.\n",{"question":406,"answer":407},"Are smokers entitled to additional breaks?","No legal entitlement to extra smoking breaks exists in most jurisdictions. Employers are generally free to specify that smoking breaks are drawn from standard break allowances. The key is to apply this rule consistently — if non-smokers are not permitted equivalent additional personal breaks, granting smokers extra unscheduled time away from work creates an inequity that can give rise to formal grievances.\n",{"question":409,"answer":410},"How should smoking policy violations be handled?","Violations should be addressed under the same progressive disciplinary procedure used for other policy breaches — verbal warning, written warning, final written warning, and potential termination for repeated offences. The smoking policy should reference the main disciplinary policy rather than create a separate process. Consistent, documented enforcement is essential: selective enforcement is one of the most common grounds on which disciplinary action for a smoking violation is overturned.\n",{"question":412,"answer":413},"What should be included in the cessation support section?","At minimum, include the contact details for your EAP and any referral service it offers for smoking cessation. If the company provides a nicotine replacement therapy subsidy, state the dollar amount and how to claim it. If paid leave for cessation programme attendance is available, specify the number of hours per year. Generic language promising 'support' without listing actual resources is widely perceived as performative and reduces trust in the policy overall.\n",{"question":415,"answer":416},"How often should a smoking policy be reviewed?","An annual review is standard practice. Trigger an additional unscheduled review whenever local smoke-free workplace legislation changes in any jurisdiction where the company operates, when the company opens a new site, or when a significant enforcement issue or employee complaint reveals a gap in the current policy. Document the review date and any changes made, and redistribute the updated policy with a new acknowledgement request.\n",{"question":418,"answer":419},"Does the smoking policy apply to company vehicles?","Yes. Company vehicles should be explicitly named as smoke-free in the policy. Most jurisdictions that regulate smoking in enclosed workplaces extend that prohibition to employer-provided vehicles, particularly where more than one person uses the vehicle. Even where not legally required, banning smoking in company vehicles protects non-smoking employees who drive the same vehicle and preserves the asset's condition and resale value.\n",[421,425,429,433,437,441],{"industry":422,"icon_asset_id":423,"specifics":424},"Healthcare","industry-healthtech","Hospitals and clinics typically operate fully smoke-free campuses covering all outdoor areas, with strict enforcement for staff, patients, and visitors and a strong cessation programme embedded in employee health benefits.",{"industry":426,"icon_asset_id":427,"specifics":428},"Retail and Hospitality","industry-retail","Customer-facing sites require clear signage at entrances, designated areas positioned well away from queuing zones and outdoor dining, and a visitor-briefing protocol at reception or the host stand.",{"industry":430,"icon_asset_id":431,"specifics":432},"Construction and Trades","industry-construction","Outdoor worksites require defined smoking zones away from flammable materials, safety hazards, and areas where non-smoking trades workers must pass, with contractor induction covering the rules on day one.",{"industry":434,"icon_asset_id":435,"specifics":436},"Manufacturing","industry-manufacturing","Fire risk and chemical exposure make strict no-smoking rules essential near production floors; designated areas must account for shift patterns and be positioned to avoid interference with loading and logistics traffic.",{"industry":438,"icon_asset_id":439,"specifics":440},"Professional Services","industry-professional-services","Office-based firms in leased buildings must align their policy with building-owner rules and local ordinances, clearly designating any permitted outdoor areas and addressing client and visitor compliance during on-site meetings.",{"industry":442,"icon_asset_id":443,"specifics":444},"Education","industry-education","Schools and universities typically operate tobacco-free campuses by law or institutional mandate, requiring enforcement procedures that cover students, staff, and external contractors alike.",[446,449,453,457],{"vs":87,"vs_template_id":447,"summary":448},"drug-and-alcohol-policy-D12700","A drug and alcohol policy governs the use of intoxicating substances that impair performance and safety, typically with testing provisions and immediate-suspension consequences. A smoking policy focuses on tobacco and vaping use in designated areas and is enforced through a standard progressive discipline process. Both belong in the employee handbook, but they address distinct risk categories and have different enforcement mechanics.",{"vs":450,"vs_template_id":451,"summary":452},"Health and Wellness Policy","wellness-program-policy-D13399","A health and wellness policy sets out the employer's broader approach to employee wellbeing — fitness programmes, mental health support, nutritional initiatives, and preventive care. A smoking policy is a narrower, compliance-driven document focused specifically on tobacco use and location-based rules. The smoking policy's cessation support section can cross-reference the wellness policy for broader stop-smoking resources.",{"vs":454,"vs_template_id":455,"summary":456},"Employee Code of Conduct","code-of-conduct-D588","A code of conduct covers the full range of expected employee behaviours — ethics, professionalism, use of company property, and interpersonal standards. A smoking policy is a specific operational document covering one behavioural category in detail. The code of conduct typically references the smoking policy by name rather than reproducing its content.",{"vs":458,"vs_template_id":459,"summary":460},"Disciplinary Policy","progressive-disciplinary-policy-D12706","A disciplinary policy establishes the company's overarching framework for addressing all forms of misconduct — stages, investigation procedures, appeal rights, and documentation requirements. A smoking policy relies on and references that framework but does not replicate it. The two documents work together: the smoking policy defines the rule, and the disciplinary policy governs how breaches are processed.",{"use_template":462,"template_plus_review":466,"custom_drafted":470},{"best_for":463,"cost":464,"time":465},"Small and medium businesses needing a straightforward policy for a single site or a small number of locations","Free","1–2 hours",{"best_for":467,"cost":468,"time":469},"Multi-site businesses, unionised workplaces, or employers in jurisdictions with complex or recently updated smoke-free legislation","$200–$500 for an HR consultant or employment lawyer review","1–3 days",{"best_for":471,"cost":472,"time":473},"Large enterprises with operations across multiple jurisdictions, healthcare or education campuses with zero-tolerance mandates, or businesses facing an active complaint or regulatory inquiry","$500–$2,000+","1–2 weeks",[475,476],"smoke-free-workplace-legislation-overview","progressive-discipline-basics",[478,479,480,481,482,483,484,485,486,487,488,489],"drug-and-alcohol-policy-D708","code-of-conduct-D13318","disciplinary-action-policy-D13486","health-and-wellness-program-policy-D13702","employee-handbook-D712","health-and-safety-policy-D13493","anti-harassment-policy-D12624","remote-work-policy-D13282","attendance-policy-D12625","letter-of-appreciation-to-employee-D664","employee-dismissal-letter-D508","checklist-customer-onboarding-D13615",{"emit_how_to":491,"emit_defined_term":491},true,{"primary_folder":95,"secondary_folder":493,"document_type":494,"industry":495,"business_stage":496,"tags":497,"confidence":501},"workplace-policies","policy","general","all-stages",[498,494,499,493,500],"compliance","smoking-policy","employee-handbook",0.95,"\u003Ch2>What is a Smoking Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Smoking Policy\u003C/strong> is a formal workplace document that defines where tobacco and vaping use is permitted on company premises, what areas are strictly prohibited, how violations are investigated and disciplined, and what cessation resources the employer makes available to staff. It applies to all employees, contractors, and visitors, covering every indoor space and specifying setback distances from entrances and air intakes for any outdoor areas where smoking may be allowed. Because most jurisdictions mandate written smoke-free workplace rules and require specific signage, the policy serves both as an internal conduct standard and as documented evidence of regulatory compliance.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written smoking policy, employees make their own assumptions about where smoking is acceptable — typically just outside the nearest door, directly in the path of colleagues entering the building. Complaints about secondhand smoke exposure follow, and without a formal policy the employer has no documented standard to enforce or defend. Regulatory inspectors in most US states, Canadian provinces, and UK local authorities will ask to see a written smoke-free policy during a workplace inspection; the absence of one can trigger a formal notice and financial penalty. A published policy with individual acknowledgements also closes the most common disciplinary appeal — that the employee did not know the rules — before it is raised. This template gives you a complete, editable starting point that covers the ten core sections every compliant smoking policy needs, from prohibited zones to cessation support, so you can move from blank page to distributed policy in under two hours.\u003C/p>\n",1781186032041]