There seems to be a new move afoot in the corporate world to enter the realm of controlling the personal health practices of employees. IBEW 1837 first saw this when Bangor Hydro (BHE) announced the implementation of a new “tobacco-free workplace” policy that covered not only smoking but also the use of smokeless tobacco products.

Smoking is widely accepted as affecting not only the users but also those in nearby surroundings, so policies considering the rights of both may be considered reasonable. However, rules governing the use of smokeless tobacco are an unprecedented step at our represented companies. BHE says that the reason for the move is that a tobacco-free workplace has proven to be the most effective tool in getting employees to give up the habit and they want healthier employees.

As IBEW 1837 entered negotiations with Bangor Hydro over the proposed policy, two more companies announced policies to reduce smoking, one very similar to the BHE proposal, and one proposing to use the tool of imposing penalties on insurance rates.

The union has heard and is acting on concerns from smokers and non-smokers alike about the new policies. Members have said that termination is too harsh a penalty and they have concerns that, since it appears companies are going to try to mandate health, other practices might well be next. In fact, Bangor Hydro has openly stated that they intend to look at other health practices.

These are valid concerns and are the basis on which the union has been working and will continue to work with companies to negotiate policies that promote and assist healthy practices. However, they should not make a worker’s employment contingent on their ability to make what can be very difficult lifestyle changes.

A workplace that is healthy because workers have been effectively supported in freely- chosen personal health practice improvements would be beneficial to all. A workplace that is healthy because workers who were unable to make company-prioritized personal changes were terminated from the workplace is an outcome the union will vigorously oppose – particularly when those changes involve practices that do not impact coworkers or the workplace in a meaningful way.