Smokers' Rights Laws Easily Evaded, says AMA and ASH
Companies Seek to Save $12,000 Per Employee Per Year in Excess Costs
Companies
seeking to save thousands in health and related costs on each employee per year
by hiring only nonsmokers are often mistakenly deterred by the existence of
so-called "smokers' rights" laws in effect in about 30 states. [SEE COMPLETE
LIST BELOW]
This total cost averages $12,000 a year per smoker, according
to a court which heard testimony under oath in a case in which ASH was involved,
and which ruled that the plan was perfectly legal.
But many of the laws
are toothless and easily avoided, notes the both the AMA and law professor John
Banzhaf, Executive Director of Action on Smoking and Health (ASH), which has
successfully defended the right of employers to have a smoke-free work
force.
LOOPHOLES IN MANY STATUTES
The AMA's American Medical News
has pointed out that, even if state laws prohibit employers from refusing to
hire smokers, no law requires companies to provide any smoking breaks, nor to
permit smoking on the company's property, even outdoors, in cars in parking
lots, etc.
Thus, as a practical matter, not permitting smoking
breaks, and banning smoking anywhere on company property (even inside cars),
will probably deter all but the most determined smokers. News From The
American Medical Association [AMA]
Another approach, which has been
used successfully for many years in New Hampshire (which has a smokers' rights
law) is to simply prohibit anyone from coming onto the property who has any
detectable odor of tobacco residue (sometimes called "thirdhand tobacco smoke")
about him.
Unless a smoker is willing to bathe, change clothing, and use
mouthwash after each cigarette, he probably cannot meet this requirement and
need not be hired or employed, despite the law. Employer's
Right Not to Hire Smokers Upheld
Also, many of the smokers' rights
laws provide only very limited protection. Some, for example, only
prohibit companies from making "no smoking" a condition of employment, and do
not prohibit paying smokers less, providing them with fewer benefits, etc.
Indeed, some states specifically permit companies to charge smokers more
for insurance. These are noted in the list of statute below.
Also, some
smoker statutes apply only to state employees, leaving private companies free to
not hire smokers. This limitation is also noted in the list
below.
Other statutes apply to and protect only current employees,
permitting companies to adopt a "no smokers" policy for future hires, an option
which might be especially attractive now with so many very qualified unemployed
workers competing for a limited number of positions.
VIRTUALLY NO
ENFORCEMENT
It appears that even the statutes which seem to provide
significant protection are rarely if even enforced. One reason for this,
speculates law professor John Banzhaf, is that the monetary damages authorized
by the statutes in many situations are so small that lawyers are unlikely to
take on the cases and represent the smokers.
Finally, while a growing
number of companies are openly announcing their policy of refusing to employ
workers who smoke (even off the job), and some are even backing it up with
testing to insure compliance, anecdotal evidence suggests that many more
companies are simply -- without any written policy -- declining to hire smokers
for all or for most positions, or at least giving strong preference in hiring to
nonsmokers.
SMOKE-FREE WORKFORCES AND THE LAW
Courts have
repeatedly held that it is not unconstitutional for governmental employers to
refuse to hire smokers, and that there is no legally protected right to smoke,
either on or off the job.
Indeed, except where limited by smokers'
rights statutes, both public and private employers may decline to hire smokers,
since conventional civil rights laws prohibiting discrimination based on factors
like race or gender (so called gimmutable characteristicsh) do not apply to
smokers, nor does the Americans With Disabilities Act [ADA].
One reason
is that, unlike prohibiting discrimination based upon characteristics like race,
religion, gender, etc., smoking is an activity rather than an immutable
characteristic. People cannot change their race or gender, but they can quit
smoking, as tens of millions of former smokers have.
Also, the need to
save many thousands of dollars every year in health care, disability,
absenteeism, and other costs provides a perfectly rational basis for insisting
on a smoke-free work force (like a drug-free workforce), a rationale almost
always absent in discrimination based upon race or gender.
RATIONALE AND
JUSTIFICATION FOR A SMOKE-FREE WORKFORCE
Under our free enterprise
system, the companies which create the jobs are largely free to set the
employment criteria. The marketplace then determines if the decision is a wise
one – something which is obviously happening, since more and more firms now hire
only nonsmokers, either openly or without any public announcement.
Many
firms in fact restrict what employees can do off the job if they believe their
actions will adversely affect the company. Major media organizations, for
example, frequently prohibit their employees – even in their off hours
– from going on junkets or accepting valuable gifts , or even
participating in demonstrations about controversial issues like abortion -- even
though the latter involves freedom of speech.
Professors are often
prohibited from teaching at other universities, even for free and on their own
time. And, of course, pilots and train operators may not drink alcohol on
their free time just before coming on duty, and police and military officers are
limited in what they can eat off the job, and how slothful they can be, by
requirements that they maintain a certain weight and level of physical
fitness.
ASH suggests that any company which hires smokers and does not
at least charge them more for health insurance is unfairly forcing the great
majority of fellow employees who have wisely chosen not to smoke to bear the
enormous costs of the co-workersf smoking. That's because the money the company
is forced to spend on treating the many diseases caused unnecessary by smoking
could be used to provide more health benefits for all workers, increases in
salary, etc.
WHAT ABOUT OTHER HEALTH-RELATED RESTRICTIONS
Critics
have argued that firms declining to hire smokers, something which has now been
done for more than thirty years, is likely to spread to other activities which
might increase health care costs, such a overeating, eating meat, skiing,
etc.
But the federal government has already classified being obese
as a gdiseaseh or a ghealth statush which enjoys legal protection; unlike
smoking which, as a mere gbehavior,h enjoys no such protection. This would
obviously limit the ability of any company not to hire people who are
obese.
Moreover, one can give up smoking in a short period of time to become
eligible for a job, whereas ceasing to be obese is almost always a much longer
process.
Perhaps all of this is one reason why so many companies decline
to hire smokers (but not the obese, or meat eaters, etc.); why virtually all
life insurance companies, and a growing number of health insurance companies (as
well as states), charge smokers (but not the obese) more for their health
insurance, and why there appear to be no companies which refuse to hire
prospects who eat meat, drink alcoholic beverages, ski or sky dive, drive
motorcycles, or engage in other activities which are sometimes said to increase
the risk of disease or injury.
The costs of smoking to the
American economy are almost $200 billion a year, most of which nonsmokers are
forced to pay in the form of higher taxes (for smoking-related diseases treated
under Medicare, Medicaid, veteransf benefits, Indian benefits, as well a
disability) and inflated health insurance premiums. None of these other
activities – or, indeed, even all of them together – even comes close in its
cost and adverse economic impact.
BELOW ASH HAS LISTED THE TEXT OF ALL OF
THE SO-CALLED "SMOKERS' RIGHTS LAWS."
IN MANY CASES SOME OF THE
OBVIOUS LIMITATIONS HAVE BEEN NOTED IN
BOLDFACE.
CALIFORNIA: CA LABOR CODE 96(k) &
98.6
96. Assignment of claims and
liens
The Labor Commissioner and his or
her deputies and representatives authorized by him or her in writing shall, upon
the filing of a claim therefor by an employee, or an employee representative
authorized in writing by an employee, with the Labor Commissioner, take
assignments of:
(k) Claims for loss of
wages as the result of demotion, suspension, or discharge from employment for
lawful conduct occurring during nonworking hours away from the employer's
premises.
COLORADO: CO REV. STAT. ANN 24-34-402.5 [CURRENT EMPLOYEES
ONLY]
24-34-402.5. Unlawful
prohibition of legal activities as a condition of
employment
(1) It shall be a
discriminatory or unfair employment practice for an employer to terminate the
employment of any employee due to that employee's engaging in any lawful
activity off the premises of the employer during nonworking hours unless such a
restriction:
(a) Relates to a bona fide
occupational requirement or is reasonably and rationally related to the
employment activities and responsibilities of a particular employee or a
particular group of employees, rather than to all employees of the employer;
or
(b) Is necessary to avoid a conflict
of interest with any responsibilities to the employer or the appearance of such
a conflict of interest.
(2) (a)
Notwithstanding any other provisions of this article, the sole remedy for any
person claiming to be aggrieved by a discriminatory or unfair employment
practice as defined in this section shall be as follows: He or she may bring a
civil action for damages in any district court of competent jurisdiction and may
sue for all wages and benefits that would have been due him or her up to and
including the date of the judgment had the discriminatory or unfair employment
practice not occurred; except that nothing in this section shall be construed to
relieve the person from the obligation to mitigate his or her
damages.
(b) (I) If the prevailing party
in the civil action is the plaintiff, the court shall award the plaintiff court
costs and a reasonable attorney fee.
(II)
This paragraph (b) shall not apply to an employee of a business that has or had
fifteen or fewer employees during each of twenty or more calendar work weeks in
the current or preceding calendar year.
CONNECTICUT: CT GEN. STAT.
ANN. 31-40s
Sec. 31-40s. Smoking or
use of tobacco products outside of the workplace.
(a) No employer or agent of any employer shall require, as a
condition of employment, that any employee or prospective employee refrain from
smoking or using tobacco products outside the course of his employment, or
otherwise discriminate against any individual with respect to compensation,
terms, conditions or privileges of employment for smoking or using tobacco
products outside the course of his employment, provided any nonprofit
organization or corporation whose primary purpose is to discourage use of
tobacco products by the general public shall be exempt from the provisions of
this section.
(b) Nothing contained
in this section shall be construed to affect (1) the provisions of section
31-40q, (2) municipal hiring practices involving paid firefighters and paid
police officers, and (3) any collective bargaining agreement between a
municipality and paid firefighters or paid police
officers.
DISTRICT OF COLUMBIA: D.C.
CODE ANN. 7-1703.03
Prohibition of
employment discrimination on the basis of tobacco use [Formerly 6-913.3]
(a) No person shall refuse to hire or employ any applicant for employment, or
discharge or otherwise discriminate against any employee with respect to
compensation or any other term, condition, or privilege of employment, on the
basis of the use by the applicant or employee of tobacco or tobacco
products. Nothing in this section shall be construed as limiting a
person from establishing or enforcing workplace smoking restrictions that are
required or permitted by this subchapter or other District or federal laws, or
in establishing tobacco-use restrictions or prohibitions that constitute bona
fide occupational qualifications.
ILLINOIS: 820 ILL. COMP.
STAT. 55/5 [INSURANCE DIFFERENTIALS
OK]
820 ILCS 55/5.
Discrimination for use of lawful products prohibited
Sec. 5. Discrimination for use of lawful products prohibited. (a)
Except as otherwise specifically provided by law and except as provided in
subsections (b) and (c) of this Section, it shall be unlawful for an employer to
refuse to hire or to discharge any individual, or otherwise disadvantage any
individual, with respect to compensation, terms, conditions or privileges of
employment because the individual uses lawful products off the premises of the
employer during nonworking hours.
(b)
This Section does not apply to any employer that is a non-profit organization
that, as one of its primary purposes or objectives, discourages the use of one
or more lawful products by the general public. This Section does not apply to
the use of those lawful products which impairs an employee's ability to perform
the employee's assigned duties.
(c) It is
not a violation of this Section for an employer to offer, impose or have in
effect a health, disability or life insurance policy that makes distinctions
between employees for the type of coverage or the price of coverage based upon
the employees' use of lawful products provided that:
(1) differential premium rates charged employees reflect a
differential cost to the employer; and
(2) employers provide employees with a statement delineating the
differential rates used by insurance carriers.
INDIANA: IND. CODE
22-5-4-1 et seq.
22-5-4-1. Employment
or discrimination based on employee's off duty use of tobacco prohibited.(a)
Except as provided in subsection (b), an employer may
not:
(1) require, as a condition of
employment, an employee or prospective employee to refrain from using;
or
(2) discriminate against an
employee with respect to:
(A) the
employee's compensation and benefits; or
(B) terms and conditions of employment;
based on the employee's use of;
tobacco products outside the course of the employee's or
prospective employee's employment.
(b) An
employer may implement financial incentives:
(1) intended to reduce tobacco use; and
(2) related to employee health benefits provided by the
employer.
KENTUCKY: KY REV. STAT. ANN.
344.040
344.040. Discrimination by
employers.
It is an unlawful practice for
an employer:
(1) To fail or refuse to
hire, or to discharge any individual, or otherwise to discriminate against an
individual with respect to compensation, terms, conditions, or privileges of
employment, because of the individual's race, color, religion, national origin,
sex, age forty (40) and over, because the person is a qualified individual with
a disability, or because the individual is a smoker or nonsmoker, as long as the
person complies with any workplace policy concerning
smoking;
(2) To limit, segregate, or
classify employees in any way which would deprive or tend to deprive an
individual of employment opportunities or otherwise adversely affect status as
an employee, because of the individual's race, color, religion, national origin,
sex, or age forty (40) and over, because the person is a qualified individual
with a disability, or because the individual is a smoker or nonsmoker, as long
as the person complies with any workplace policy concerning smoking;
or
(3) To require as a condition of
employment that any employee or applicant for employment abstain from smoking or
using tobacco products outside the course of employment, as long as the person
complies with any workplace policy concerning
smoking.
LOUISIANA: LA REV. STAT. ANN. 23:966 [CURRENT EMPLOYEES
ONLY]
23:966. Prohibition of
smoking discrimination
A. As long as an
individual, during the course of employment, complies with applicable law and
any adopted workplace policy regulating smoking, it shall be unlawful for an
employer:
(1) To discriminate against the
individual with respect to discharge, compensation, promotion, any personnel
action or other condition, or privilege of employment because the individual is
a smoker or nonsmoker.
(2) To require, as
a condition of employment, that the individual abstain from smoking or otherwise
using tobacco products outside the course of employment.
B. A smoker, as referred to herein, is limited to a person who
smokes tobacco.
C. Nothing in this
Section shall preclude an employer from formulating and adopting a policy
regulating an employee's workplace use of a tobacco product or from taking any
action consistent therewith.
D. Any
employer who violates the provisions of this Section shall be fined up to two
hundred fifty dollars for the first offense and up to five hundred dollars for
any subsequent offense.
MAINE: ME REV. STAT. ANN. tit. 26,
597
597. Conditions of
employment
An employer or an agent of an
employer may not require, as a condition of employment, that any employee or
prospective employee refrain from using tobacco products outside the course of
that employment or otherwise discriminate against any person with respect to the
person's compensation, terms, conditions or privileges of employment for using
tobacco products outside the course of employment as long as the employee
complies with any workplace policy concerning use of
tobacco.
MINNESOTA: MINN. STAT.
181.938
181.938 NONWORK ACTIVITIES;
PROHIBITED EMPLOYER CONDUCT [INSURANCE
DIFFERENTIALS OK]
Subdivision 1.
Definition.
For the purpose of this
section, "employer" has the meaning given it in section 179.01, subdivision
3.
Subd. 2. Prohibited
practice.
An employer may not refuse to
hire a job applicant or discipline or discharge an employee because the
applicant or employee engages in or has engaged in the use or enjoyment of
lawful consumable products, if the use or enjoyment takes place off the premises
of the employer during nonworking hours. For purposes of this section, "lawful
consumable products" means products whose use or enjoyment is lawful and which
are consumed during use or enjoyment, and includes food, alcoholic or
nonalcoholic beverages, and tobacco.
Subd. 3. Exceptions.
(a)
It is not a violation of subdivision 2 for an employer to restrict the use of
lawful consumable products by employees during nonworking hours if the
employer's restriction:
(1) relates to a
bona fide occupational requirement and is reasonably related to employment
activities or responsibilities of a particular employee or group of employees;
or
(2) is necessary to avoid a conflict
of interest or the appearance of a conflict of interest with any
responsibilities owed by the employee to the employer.
(b) It is not a violation of subdivision 2 for an employer to
refuse to hire an applicant or discipline or discharge an employee who refuses
or fails to comply with the conditions established by a chemical dependency
treatment or aftercare program.
(c) It is
not a violation of subdivision 2 for an employer to offer, impose, or have in
effect a health or life insurance plan that makes distinctions between employees
for the type of coverage or the cost of coverage based upon the employee's use
of lawful consumable products, provided that, to the extent that different
premium rates are charged to the employees, those rates must reflect the actual
differential cost to the employer.
(d) It
is not a violation of subdivision 2 for an employer to refuse to hire an
applicant or discipline or discharge an employee on the basis of the applicant's
or employee's past or present job performance.
Subd. 4. Remedy.
The
sole remedy for a violation of subdivision 2 is a civil action for damages.
Damages are limited to wages and benefits lost by the individual because of the
violation. A court shall award the prevailing party in the action, whether
plaintiff or defendant, court costs and a reasonable attorney
fee.
MISSISSIPPI: MISS. CODE ANN.
71-7-33
71-7-33. Requirement of
abstention from use of tobacco products during nonworking hours as condition of
employment prohibited
It shall be
unlawful for any public or private employer to require as a condition of
employment that any employee or applicant for employment abstain from smoking or
using tobacco products during nonworking hours, provided that the individual
complies with applicable laws or policies regulating smoking on the premises of
the employer during working hours.
MISSOURI: MO. REV. STAT.
290.145 [INSURANCE DIFFERENTIALS
OK]
290.145. Discrimination,
refusal to hire or discharge employee for alcohol or tobacco use not during
working hours, prohibited, exception -- not cause for legal actions
It shall be an improper employment
practice for an employer to refuse to hire, or to discharge, any individual, or
to otherwise disadvantage any individual, with respect to compensation, terms or
conditions of employment because the individual uses lawful alcohol or tobacco
products off the premises of the employer during hours such individual is not
working for the employer, unless such use interferes with the duties and
performance of the employee, the employee's coworkers, or the overall operation
of the employer's business; except that, nothing in this section shall prohibit
an employer from providing or contracting for health insurance benefits at a
reduced premium rate or at a reduced deductible level for employees who do not
smoke or use tobacco products. Religious organizations and church-operated
institutions, and not-for-profit organizations whose principal business is
health care promotion shall be exempt from the provisions of this section. The
provisions of this section shall not be deemed to create a cause of action for
injunctive relief, damages or other relief.
MONTANA: MONT. CODE ANN.
39-2-313 & 39-2-314 [INSURANCE
DIFFERENTIALS OK]
39-2-313
Discrimination prohibited for use of lawful product during nonworking hours --
exceptions.
(1) For purposes of this
section, "lawful product" means a product that is legally consumed, used, or
enjoyed and includes food, beverages, and tobacco.
(2) Except as provided in subsections (3) and (4), an employer
may not refuse to employ or license and may not discriminate against an
individual with respect to compensation, promotion, or the terms, conditions, or
privileges of employment because the individual legally uses a lawful product
off the employer's premises during nonworking hours.
(3) Subsection (2) does not apply to:
(a) use of a lawful product that:
(i) affects in any manner an individual's ability to perform
job-related employment responsibilities or the safety of other employees;
or
(ii) conflicts with a bona fide
occupational qualification that is reasonably related to the individual's
employment;
(b) an individual who, on a
personal basis, has a professional service contract with an employer and the
unique nature of the services provided authorizes the employer, as part of the
service contract, to limit the use of certain products;
or
(c) an employer that is a nonprofit
organization that, as one of its primary purposes or objectives, discourages the
use of one or more lawful products by the general
public.
(4) An employer does not violate
this section if the employer takes action based on the belief that the
employer's actions are permissible under an established substance abuse or
alcohol program or policy, professional contract, or collective bargaining
agreement.
(5) An employer may offer,
impose, or have in effect a health, disability, or life insurance policy that
makes distinctions between employees for the type or price of coverage based on
the employees' use of a product if:
(a)
differential rates assessed against employees reflect actuarially justified
differences in providing employee benefits;
(b) the employer provides an employee with written notice
delineating the differential rates used by the employer's insurance carriers;
and
(c) the distinctions in the type or
price of coverage are not used to expand, limit, or curtail the rights or
liabilities of a party in a civil cause of action.
39-2-314 Civil action limitation.
(1) Except as provided in subsection (2), an individual who is
discharged, discriminated against, or denied employment in violation of 1.
39-2-313 may file a civil action against an employer within 1 year of the
alleged violation and the court may require any reasonable measure to correct
the discriminatory practice and to rectify the harm, pecuniary or otherwise, to
the person discriminated against and may allow reasonable attorney fees to the
prevailing party.
(2) Prior to filing a
civil action under subsection (1), an employee shall, within 120 days of the
alleged violation, initiate any internal grievance procedure available. If a
grievance procedure is not exhausted within 120 days, the employee may file a
civil action.
NEVADA: NEV. REV. STAT.
613.333
613.333. Unlawful employment
practices: Discrimination for lawful use of any product outside premises of
employer which does not adversely affect job performance or safety of other
employees.
1. It is an unlawful
employment practice for an employer to:
(a) Fail or refuse to hire a prospective employee;
or
(b) Discharge or otherwise
discriminate against any employee concerning his compensation, terms, conditions
or privileges of employment, because he engages in the lawful use in this state
of any product outside the premises of the employer during his nonworking hours,
if that use does not adversely affect his ability to perform his job or the
safety of other employees.
2. An
employee who is discharged or otherwise discriminated against in violation of
subsection 1 or a prospective employee who is denied employment because of a
violation of subsection 1 may bring a civil action against the employer who
violates the provisions of subsection 1 and obtain:
(a) Any wages and benefits lost as a result of the
violation;
(b) An order of reinstatement
without loss of position, seniority or benefits;
(c) An order directing the employer to offer employment to the
prospective employee; and
(d) Damages
equal to the amount of the lost wages and benefits.
3. The court shall award reasonable costs, including court costs
and attorney's fees to the prevailing party in an action brought pursuant to
this section.
4. The remedy provided for
in this section is the exclusive remedy for an action brought pursuant to this
section.
NEW HAMPSHIRE: N.H. REV. STAT. ANN.
275:37-a
275:37-a Discrimination on
Basis of Using Tobacco Products Prohibited.
No employer shall require as a condition of employment that any
employee or applicant for employment abstain from using tobacco products outside
the course of employment, as long as the employee complies with any workplace
policy, pursuant to RSA 155:51-53 and, when applicable, 1. RSA
155:64-77.
NEW JERSEY: N.J. STAT. ANN. 34:6B-1 et
seq.
34:6B-1. Smoking, use of
tobacco products shall not affect employment
No employer shall refuse to hire or employ any person or shall
discharge from employment or take any adverse action against any employee with
respect to compensation, terms, conditions or other privileges of employment
because that person does or does not smoke or use other tobacco products, unless
the employer has a rational basis for doing so which is reasonably related to
the employment, including the responsibilities of the employee or prospective
employee.
NEW MEXICO: N.M. STAT. ANN. 50-11-3
50-11-3. Employers; unlawful
practices
A. It is unlawful for an
employer to:
(1) refuse to hire or to
discharge any individual, or otherwise disadvantage any individual, with respect
to compensation, terms, conditions or privileges of employment because the
individual is a smoker or nonsmoker, provided that the individual complies with
applicable laws or policies regulating smoking on the premises of the employer
during working hours; or
(2) require as a
condition of employment that any employee or applicant for employment abstain
from smoking or using tobacco products during nonworking hours, provided the
individual complies with applicable laws or policies regulating smoking on the
premises of the employer during working hours.
B. The provisions of Subsection A of this section shall not be
deemed to protect any activity that:
(1) materially threatens an employer's legitimate conflict of
interest policy reasonably designed to protect the employer's trade secrets,
proprietary information or other proprietary interests;
or
(2) relates to a bona fide
occupational requirement and is reasonably and rationally related to the
employment activities and responsibilities of a particular employee or a
particular group of employees, rather than to all employees of the
employer.
NEW YORK: N.Y. [LABOR] LAW 201-d [INSURANCE DIFFERENTIALS
OK]
201-d. Discrimination
against the engagement in certain activities
2. Unless otherwise provided by law, it shall be unlawful for any
employer or employment agency to refuse to hire, employ or license, or to
discharge from employment or otherwise discriminate against an individual in
compensation, promotion or terms, conditions or privileges of employment because
of:
b. an individual's legal use of
consumable products prior to the beginning or after the conclusion of the
employee's work hours, and off of the employer's premises and without use of the
employer's equipment or other property;
6. Nothing in this section shall prohibit an organization or
employer from offering, imposing or having in effect a health, disability or
life insurance policy that makes distinctions between employees for the type of
coverage or the price of coverage based upon the employees' recreational
activities or use of consumable products, provided that differential premium
rates charged employees reflect a differential cost to the employer and that
employers provide employees with a statement delineating the differential rates
used by the carriers providing insurance for the employer, and provided further
that such distinctions in type or price of coverage shall not be utilized to
expand, limit or curtail the rights or liabilities of any party with regard to a
civil cause of action.
NORTH CAROLINA: N.C. GEN. STAT. 95-28.2 [INSURANCE DIFFERENTIALS
OK]
95-28.2. Discrimination
against persons for lawful use of lawful products during nonworking hours
prohibited
(a) As used in this section,
"employer" means the State and all political subdivisions of the State, public
and quasi-public corporations, boards, bureaus, commissions, councils, and
private employers with three or more regularly employed
employees.
(b) It is an unlawful
employment practice for an employer to fail or refuse to hire a prospective
employee, or discharge or otherwise discriminate against any employee with
respect to compensation, terms, conditions, or privileges of employment because
the prospective employee or the employee engages in or has engaged in the lawful
use of lawful products if the activity occurs off the premises of the employer
during nonworking hours and does not adversely affect the employee's job
performance or the person's ability to properly fulfill the responsibilities of
the position in question or the safety of other employees.(c) It is not a
violation of this section for an employer to do any of the
following:
(1) Restrict the lawful use of
lawful products by employees during nonworking hours if the restriction relates
to a bona fide occupational requirement and is reasonably related to the
employment activities. If the restriction reasonably relates to only a
particular employee or group of employees, then the restriction may only
lawfully apply to them.
(2) Restrict the
lawful use of lawful products by employees during nonworking hours if the
restriction relates to the fundamental objectives of the
organization.
(3) Discharge, discipline,
or take any action against an employee because of the employee's failure to
comply with the requirements of the employer's substance abuse prevention
program or the recommendations of substance abuse prevention counselors employed
or retained by the employer.
(d) This
section shall not prohibit an employer from offering, imposing, or having in
effect a health, disability, or life insurance policy distinguishing between
employees for the type or price of coverage based on the use or nonuse of lawful
products if each of the following is met:
(1) Differential rates assessed employees reflect actuarially
justified differences in the provision of employee
benefits.
(2) The employer provides
written notice to employees setting forth the differential rates imposed by
insurance carriers.
(3) The employer
contributes an equal amount to the insurance carrier on behalf of each employee
of the employer.
(e) An employee who is
discharged or otherwise discriminated against, or a prospective employee who is
denied employment in violation of this section, may bring a civil action within
one year from the date of the alleged violation against the employer who
violates the provisions of subsection (b) of this section and obtain any of the
following:
(1) Any wages or benefits lost
as a result of the violation;
(2) An
order of reinstatement without loss of position, seniority, or benefits;
or
(3) An order directing the employer to
offer employment to the prospective employee.
(f) The court may award reasonable costs, including court costs
and attorneys' fees, to the prevailing party in an action brought pursuant to
this section.
NORTH DAKOTA: N.D. CENT. CODE 14-02.4-01 et
seq.
14-02.4-01. State policy against
discrimination.
It is the policy of
this state to prohibit discrimination on the basis of race, color, religion,
sex, national origin, age, the presence of any mental or physical disability,
status with regard to marriage or public assistance, or participation in lawful
activity off the employer's premises during nonworking hours which is not in
direct conflict with the essential business-related interests of the employer;
to prevent and eliminate discrimination in employment relations, public
accommodations, housing, state and local government services, and credit
transactions; and to deter those who aid, abet, or induce discrimination or
coerce others to discriminate.
OKLAHOMA: OKLA. STAT. ANN.
tit. 40, 500
500. Nonsmoking as
condition of employment
It shall be
unlawful for an employer to:
1.
Discharge any individual, or otherwise disadvantage any individual, with respect
to compensation, terms, conditions or privileges of employment because the
individual is a nonsmoker or smokes or uses tobacco products during nonworking
hours; or
2. Require as a condition of
employment that any employee or applicant for employment abstain from smoking or
using tobacco products during nonworking hours.
OREGON: OR. REV. STAT.
659A.315 & 659A.885
659A.315.
Restricting use of tobacco in nonworking hours prohibited;
exceptions.
(1) It is an unlawful
employment practice for any employer to require, as a condition of employment,
that any employee or prospective employee refrain from using lawful tobacco
products during nonworking hours, except when the restriction relates to a bona
fide occupational requirement.
(2)
Subsection (1) of this section does not apply if an applicable collective
bargaining agreement prohibits off-duty use of tobacco
products.
RHODE ISLAND: R.I. GEN. LAWS
23-20.10-14
23-20.10-14. Prohibited
condition of employment -- Smoking by employees outside course of employment
(a) No employer or agent of any employer
shall require, as a condition of employment, that any employee or prospective
employee refrain from smoking or using tobacco products outside the course of
his or her employment, or otherwise discriminate against any individual with
respect to his or her compensation, terms, conditions or privileges of
employment for smoking or using tobacco products outside the course of his or
her employment. Provided, however, that the following employers shall be exempt
from the provisions of this section: Any employer that is a nonprofit
organization which as one of its primary purposes or objectives discourages the
use of tobacco products by the general public.
(b) In any civil action alleging a violation of this section, the
court may:
(1) Award up to three (3)
times the actual damages to a prevailing employee or prospective
employee;
(2) Award court costs to a
prevailing employee or prospective employee;
(3) Afford injunctive relief against any employer who commits or
proposes to commit a violation of this chapter.
(c) Nothing contained in this chapter shall be construed to
affect any other provisions of this title.
SOUTH CAROLINA: S.C. CODE
ANN. 41-1-85
41-1-85. Personnel
action based on use of tobacco products outside of workplace
prohibited.
The use of tobacco
products outside the workplace must not be the basis of personnel action,
including, but not limited to, employment, termination, demotion, or promotion
of an employee.
SOUTH DAKOTA: S.D. CODIFIED LAWS 60-4-11
[CURRENT EMPLOYEE ONLY] [INSURANCE DIFFERENTIALS
OK]
It is a discriminatory or
unfair employment practice for an employer to terminate the employment of an
employee due to that employee's engaging in any use of tobacco products off the
premises of the employer during nonworking hours unless such a
restriction:
(1) Relates to a bona fide
occupational requirement and is reasonably and rationally related to the
employment activities and responsibilities of a particular employee or a
particular group of employees, rather than to all employees of the employer;
or
(2) Is necessary to avoid a conflict
of interest with any responsibilities to the employer or the appearance of such
a conflict of interest.
Notwithstanding
any other provisions of this chapter, the sole remedy for any person claiming to
be aggrieved by a discriminatory or unfair employment practice as defined in
this section shall be as follows: the person may bring a civil suit for damages
in circuit court and may sue for all wages and benefits which have been due up
to and including the date of the judgment had the discriminatory or unfair
employment practice not occurred. However, nothing in this section may be
construed to relieve such person from the obligation to mitigate damages. It is
not a discriminatory or unfair employment practice pursuant to this section for
an employer to offer, impose or have in effect a health or life insurance policy
that makes distinctions between employees for the type of coverage or the cost
of coverage based upon the employees' use of tobacco products. The provisions of
this section shall not apply to full-time fire
fighters.
TENNESSEE: TENN.
CODE ANN. 50-1-304 [CURRENT
EMPLOYEES]
50-1-304. Discharge
for refusal to participate in or remain silent about illegal activities, or for
legal use of agricultural product -- Damages -- Frivolous
lawsuits.
(a) As used in this
section:
(1) "Employee" includes, but is
not limited to:
(A) A person employed by
the state or any municipality, county, department, board, commission, agency,
instrumentality, political subdivision or any other entity of the
state;
(B) A person employed by a private
employer; or
(C) A person who receives
compensation from the federal government for services performed for the federal
government, notwithstanding that the person is not a full-time employee of the
federal government;
(2) "Employer"
includes, but is not limited to:
(A) The
state or any municipality, county, department, board, commission, agency,
instrumentality, political subdivision or any other entity of the
state;
(B) A private employer;
or
(C) The federal government as to an
employee who receives compensation from the federal government for services
performed for the federal government, notwithstanding that the person is not a
full-time federal employee; and(3) "Illegal activities" means activities that
are in violation of the criminal or civil code of this state or the United
States or any regulation intended to protect the public health, safety or
welfare.
(b) No employee shall be
discharged or terminated solely for refusing to participate in, or for refusing
to remain silent about, illegal activities.
(c) [Deleted by 2009 amendment.]
(d) (1) Any employee terminated in violation of subsection (b)
shall have a cause of action against the employer for retaliatory discharge and
any other damages to which the employee may be entitled.
(2) Any employee terminated in violation of subsection (b) solely
for refusing to participate in, or for refusing to remain silent about, illegal
activities who prevails in a cause of action against an employer for retaliatory
discharge for the actions shall be entitled to recover reasonable attorney fees
and costs.
(e) (1) No employee shall be
discharged or terminated solely for participating or engaging in the use of an
agricultural product not regulated by the alcoholic beverage commission that is
not otherwise proscribed by law, if the employee participates or engages in the
use in a manner that complies with all applicable employer policies regarding
the use during times at which the employee is working.
(2) No employee shall be discharged or terminated solely for
participating or engaging in the use of the product not regulated by the
alcoholic beverage commission that is not otherwise proscribed by law if the
employee participates or engages in the activity during times when the employee
is not working.
(f) (1) This section
shall not be used for frivolous lawsuits, and anyone trying to do so is subject
to sanction as provided in subdivision (f)(2).
(2) If any employee files a cause of action for retaliatory
discharge for any improper purpose, such as to harass or to cause needless
increase in costs to the employer, the court, upon motion or upon its own
initiative, shall impose upon the employee an appropriate sanction, which may
include an order to pay the other party or parties the amount of reasonable
expenses incurred, including reasonable attorney's
fees.
VIRGINIA: VA. CODE ANN. 2.2-2902 [STATE EMPLOYEES
ONLY]
2.2-2902. Use of
tobacco products by state employees
No employee of or applicant for employment with the Commonwealth
shall be required, as a condition of employment, to smoke or use tobacco
products on the job, or to abstain from smoking or using tobacco products
outside the course of his employment, provided that this section shall not apply
to those classes of employees to which 1. 27-40.1 [FIRE FIGHTERS] or
51.1-813 [POLICE OFFICERS] is applicable
WEST VIRGINIA: W. VA. CODE 21-3-19 [INSURANCE DIFFERENTIALS
OK]
21-3-19. Discrimination
for use of tobacco products prohibited.
(a) It shall be unlawful for any employer, whether public or
private, or the agent of such employer to refuse to hire any individual or to
discharge any employee or otherwise to disadvantage or penalize any employee
with respect to compensation, terms, conditions or privileges of employment
solely because such individual uses tobacco products off the premises of the
employer during nonworking hours.
(b)
This section shall not apply with respect to an employer which is a nonprofit
organization which, as one of its primary purposes or objectives, discourages
the use of one or more tobacco products by the general
public.
(c) This section shall not
prohibit an employer from offering, imposing or having in effect a health,
disability or life insurance policy which makes distinctions between employees
for type of coverage or price of coverage based upon the employee's use of
tobacco products: Provided, That any differential premium rates charged to
employees must reflect differential costs to the employer: Provided, however,
That the employer must provide employees with a statement delineating the
differential rates used by its insurance carriers.
(d) Nothing in this section shall be construed to prohibit an
employer from making available to smokers and other users of tobacco products,
programs, free of charge or at reduced rates, which encourage the reduction or
cessation of smoking or tobacco use.
WISCONSIN: WIS. STAT.
111.31 et seq. [INSURANCE DIFFERENTIALS
OK]
111.321. Prohibited bases
of discrimination.
Subject to S. 111.33
to 111.36, no employer, labor organization, employment agency, licensing agency,
or other person may engage in any act of employment discrimination as specified
in s. 111.322 against any individual on the basis of age, race, creed, color,
disability, marital status, sex, national origin, ancestry, arrest record,
conviction record, military service, or use or nonuse of lawful products off the
employers premises during nonworking hours.
111.35. Use or nonuse of lawful products; exceptions and special
cases.
(1) (a) Notwithstanding s.
111.322, it is not employment discrimination because of use of a lawful product
off the employers premises during nonworking hours for a nonprofit corporation
that, as one of its primary purposes or objectives, discourages the general
public from using a lawful product to refuse to hire or employ an individual, to
suspend or terminate the employment of an individual, or to discriminate against
an individual in promotion, in compensation or in terms, conditions or
privileges of employment, because that individual uses off the employers
premises during nonworking hours a lawful product that the nonprofit corporation
discourages the general public from using.(b) Notwithstanding s. 111.322, it is
not employment discrimination because of nonuse of a lawful product off the
employers premises during nonworking hours for a nonprofit corporation that, as
one of its primary purposes or objectives, encourages the general public to use
a lawful product to refuse to hire or employ an individual, to suspend or
terminate the employment of an individual, or to discriminate against an
individual in promotion, in compensation or in terms, conditions or privileges
of employment, because that individual does not use off the employers premises
during nonworking hours a lawful product that the nonprofit corporation
encourages the general public to use.
(2)
Notwithstanding s. 111.322, it is not employment discrimination because of use
or nonuse of a lawful product off the employers premises during nonworking hours
for an employer, labor organization, employment agency, licensing agency or
other person to refuse to hire, employ, admit, or license an individual, to bar,
suspend or terminate an individual from employment, membership or licensure, or
to discriminate against an individual in promotion, in compensation or in terms,
conditions or privileges of employment or labor organization membership if the
individuals use or nonuse of a lawful product off the employers premises during
nonworking hours does any of the following:(a) Impairs the individuals ability
to undertake adequately the job-related responsibilities of that individuals
employment, membership or licensure.(b) Creates a conflict of interest, or the
appearance of a conflict of interest, with the job-related responsibilities of
that individuals employment, membership or licensure.(c) Conflicts with a bona
fide occupational qualification that is reasonably related to the job-related
responsibilities of that individuals employment, membership or licensure.(d)
Constitutes a violation of s. 254.92 (2) (e) Conflicts with any federal or state
statute, rule or regulation.
(3) (a)
Notwithstanding s. 111.322, it is not employment discrimination because of use
of a lawful product off the employers premises during nonworking hours for an
employer, labor organization, employment agency, licensing agency or other
person to offer a policy or plan of life, health or disability insurance
coverage under which the type of coverage or the price of coverage for an
individual who uses a lawful product off the employers premises during
nonworking hours differs from the type of coverage or the price of coverage
provided for an individual who does not use that lawful product, if all of the
following conditions apply:
1. The
difference between the premium rates charged to an individual who uses that
lawful product and the premium rates charged to an individual who does not use
that lawful product reflects the cost of providing the coverage to the
individual who uses that lawful product.
2. The employer, labor organization, employment agency, licensing
agency or other person that offers the coverage provides each individual who is
charged a different premium rate based on that individuals use of a lawful
product off the employers premises during nonworking hours with a written
statement specifying the premium rate differential used by the insurance
carrier.(b) Notwithstanding s. 111.322, it is not employment discrimination
because of nonuse of a lawful product off the employers premises during
nonworking hours for an employer, labor organization, employment agency,
licensing agency or other person to offer a policy or plan of life, health or
disability insurance coverage under which the type of coverage or the price of
coverage for an individual who does not use a lawful product off the employers
premises during nonworking hours differs from the type of coverage or the price
of coverage provided for an individual who uses that lawful product, if all of
the following conditions apply:
1. The
difference between the premium rates charged to an individual who does not use
that lawful product and the premium rates charged to an individual who uses that
lawful product reflects the cost of providing the coverage to the individual who
does not use that lawful product.
2. The
employer, labor organization, employment agency, licensing agency or other
person that offers the coverage provides each individual who is charged a
different premium rate based on that individuals nonuse of a lawful product off
the employers premises during nonworking hours with a written statement
specifying the premium rate differential used by the insurance
carrier.
(4) Notwithstanding s. 111.322,
it is not employment discrimination because of use of a lawful product off the
employers premises during nonworking hours to refuse to employ an applicant if
the applicants use of a lawful product consists of smoking tobacco and the
employment is as a fire fighter covered under s. 891.45 or
891.455
WYOMING: WYO. STAT. ANN. 27-9-101 et seq.
[INSURANCE DIFFERENTIALS
OK]
27-9-105. Discriminatory
and unfair employment practices enumerated; limitations.(a) It is a
discriminatory or unfair employment practice:
(i) For an employer to refuse to hire, to discharge, to promote
or demote, or to discriminate in matters of compensation or the terms,
conditions or privileges of employment against, a qualified disabled person or
any person otherwise qualified, because of age, sex, race, creed, color,
national origin, ancestry or pregnancy;
(ii) For a person, an employment agency, a labor organization, or
its employees or members, to discriminate in matters of employment or membership
against any person, otherwise qualified, because of age, sex, race, creed,
color, national origin, ancestry or pregnancy, or a qualified disabled
person;
(iii) For an employer to reduce
the wage of any employee to comply with this chapter;
(iv) For an employer to require as a condition of employment that
any employee or prospective employee use or refrain from using tobacco products
outside the course of his employment, or otherwise to discriminate against any
person in matters of compensation or the terms, conditions or privileges of
employment on the basis of use or nonuse of tobacco products outside the course
of his employment unless it is a bona fide occupational qualification that a
person not use tobacco products outside the workplace. Nothing within this
paragraph shall prohibit an employer from offering, imposing or having in effect
a health, disability or life insurance policy distinguishing between employees
for type or price of coverage based upon the use or nonuse of tobacco products
if:
(A) Differential rates assessed
employees reflect an actual differential cost to the employer;
and
(B) Employers provide written notice
to employees setting forth the differential rates imposed by insurance
carriers.
(b) The prohibitions against
discrimination based on age in this section apply only to persons at least forty
(40) years of age.
(c) It is not a
discriminatory practice for an employer, employment agency or labor organization
to observe the terms of a bona fide seniority system or any bona fide employee
benefit plan such as a retirement, pension or insurance plan, which is not a
subterfuge to evade the purposes of this chapter, except that no employee
benefit plan shall excuse the failure to hire any individual, and no seniority
system or employee benefit plan shall require or permit involuntary retirement
of any individual protected under this chapter because of age. Involuntary
retirement is not prohibited if permitted under Title 1. 29, United States Code
631(c).
(d) As used in this section
"qualified disabled person" means a disabled person who is capable of performing
a particular job, or who would be capable of performing a particular job with
reasonable accommodation to his
disability.
Action on Smoking and Health
(ASH)
701 4th St. NW / Washington, DC
20001 / (202) 659-4310
A national nonprofit,
scientific and educational organization founded in 1967.
All donations are
fully tax deductible.