Heti Hírlevél, 1999 (2. évfolyam, 1-48. szám)
1999-09-13 / 34. szám
SMOKING POLICY I. PURPOSE The purpose of this policy is to accommodate the interests of smoking and non-smoking employees of the Company by providing appropriate and civilised working conditions. This policy also aims to enforce the relevant Hungarian legislation at our Company. II. SCOPE This policy concerns all employees in all premises owned or rented by the Company. III. POLICY General Principles In Hungary, Act 1999/XIII and Act 1993/XCIII protects non-smokers. Philip Morris respects equally the preferences of those who choose to smoke and those who do not. We are committed to establishing within our workplaces an environment where both preferences can be accommodated. This policy recognizes and respects the diverse expectations of all employees regarding smoking during the workday as well as the need to be compatible with accepted customs, culture, law and work requirements. We are committed to work closely with our employee representatives within our facilities to encourage dialogue between those who smoke, and those who do not that will lead to mutually acceptable solutions. We encourage our employees to show courtesy and mutual respect in accommodating their colleagues’ choice to smoke or not to smoke. IV. PROCEDURE Accommodation practices Except in areas designated for smoking, smoking is prohibited on the company’s compound according to the relevant EHS policies. Designated smoking areas are appropriately signed with pictograms. As for offices used by one only person, the person occupying the place decides whether it is a smoking area or not, and signs it with an adequate pictogram. In common work areas (hereafter: common offices) where smokers and non-smokers work together, smoking areas could be designated on mutual agreement. It is required that employees working in common offices agree regarding the smoking rules, and smokers follow the collectively stated rules of behaviour. The rooms designated as smoking areas and smoking areas designated in common workplaces should be signed with adequate pictograms. Concerning common offices, supervisors should primarily seek organisational solutions allowing smokers and non-smokers to work in separate offices or separate areas already provided with ventilation. If it is not possible to determine an adequate organisational solution, supervisors should utilise technical solutions providing appropriate ventilation. Workplaces as defined above are smoking areas that should be signed with the adequate pictograms. If there is ultimately no adequate solution, and smokers and non-smokers work together, the room should be designated as a non-smoking area. Participants of events in areas for temporary use (e.g. meeting rooms, training facilities, etc.), by initiation of the program’s organiser decide about the smoking rules effective during their common presence. If mutual agreement cannot be reached, smoking should be prohibited during the meeting. However, in such cases, smoking breaks should be provided. Travellers in a company car decide about smoking rules effective during their common trip before departure. If they fail to reach mutual agreement, smoking should be prohibited during the trip. Employees can appeal to the Managing Director with complaints addressing smoking issues. The Managing Director can delegate the task of reconciliation to the Director HR or Mgr. Communications. Employees can regularly review individual local bylaws that have been adopted by them.
