1. © 2006 SHRM SHRM Weekly Online Survey: January 24, 2006 2006 - Smoking in the Workplace Sample comprised of 523 randomly selected HR professionals. Analyzing 523 of 2986 emails sent, 2732 emails were received (response rate = 19%). Survey fielded January 24 – January 30, 2006; presentation generated on January 31, 2006. Margin of error is +/- 4.0%.

2. © 2006 SHRM SHRM Weekly Online Survey: January 24, 2006 Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following? Percentage will not add to 100% as multiple responses were allowed

3. © 2006 SHRM SHRM Weekly Online Survey: January 24, 2006 Some organizations are taking steps to reduce their health care costs by targeting smoking behaviors. Does your organization do any of the following? ChoiceCountPercent of Sample Have designated smoking areas (outside of common areas)38673.8% Offer a smoking cessation program19036.3% Have policies that limit the number of breaks employees can take during the day 16531.5% Have written policies that state that smoking in undesignated areas may result in termination 13525.8% Ban smoking in the workplace (both inside and outside of building)10219.5% Charge higher health care premiums for smokers377.1% Prefer to not hire smokers356.7% Ask about smoking behavior in the recruiting process132.5% Have a formal policy against hiring smokers40.8% Other (please specify):254.8% Percentage will not add to 100% as multiple responses were allowed

4. © 2006 SHRM SHRM Weekly Online Survey: January 24, 2006 Other We have no policies targeting smokers Unfortunately there are too many smoke breaks and it is not monitored at all. Rely upon California law. Reduce the employee's "discretionary" bonus by $100 Requirement, one of which is that the employee and covered dependents must be non-smokers. Provide literature on smoking during Open Enrollment, payroll stuffers, Employee health fairs. Also, formally recognize those who have successfully stopped smoking through publication on site newsletter and with a gift certificate. Pay lower insurance rates because we have a non-smoking facility Participate in "smoke-out" days Our employees work in a secured environment, therefore, are unable to leave the premise during their shift and must remain indoors. We inform potential employees of this fact during the recruiting process. I am a one-man shop and a reformed smoker Will go all campuses smoke free in 06

5. © 2006 SHRM SHRM Weekly Online Survey: January 24, 2006 Online Resources HR caught between conflicting laws on smoking and the workplace - http://www.shrm.org/hrnews_published/archives/CMS _008289.asp http://www.shrm.org/hrnews_published/archives/CMS _008289.asp Policy on smoking breaks - http://www.shrm.org/hrtools/policies_published/CMS_ 004320.asp A High-Tech Approach for Quitting Smoking - http://www.shrm.org/hrtx/library_published/nonIC/CM S_013491.asp http://www.shrm.org/hrtx/library_published/nonIC/CM S_013491.asp Investing in Smoking Cessation Pays Dividends for Employers and Employees Alike - http://www.shrm.org/rewards/library_published/benefi ts/nonIC/CMS_014462.asp http://www.shrm.org/rewards/library_published/benefi ts/nonIC/CMS_014462.asp Workplace Wellness Toolkit - http://www.shrm.org/hrtools/toolkits_published/CMS_ 013837.asp http://www.shrm.org/hrtools/toolkits_published/CMS_ 013837.asp