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Ohio Adds Electronic Smoking Devices in the Smoke-Free Act

26 Feb


We wanted to remind employers that on September 30, 2021, the Ohio Legislature modified the Ohio Smoke-Free Act to include electronic smoking devices (e-cigarettes or e-cigs) and vapor products as part of banned devices similar to conventional smoking.

This means that electronic smoking devices are no longer permitted inside the premises, and restrictions on outside use are the same as other tobacco products.

The main requirements to comply with are:

  • Remove ashtrays and other receptacles used for disposing smoking materials.
  • Post a conspicuous sign in every public place of employment, including entrances and relevant points.
  • Post a “No smoking area” sign to advertise that no smoking/vaping should be done within 25 feet of a door or window.
  • Update your policies to include electronic devices in the No Smoking policy.

Updated No Smoking/Vaping Sign can be found here.

For additional resources on the Ohio Smoke-Free Act: Link.

For House Bill (HB) 110: Link.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Ohio PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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