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The owner of a US company who forced his employees to quit smoking or leave their jobs has now said he also wants to tell fat workers to lose weight or else.

The owner of a US company who forced his employees to quit smoking or leave their jobs has now said he also wants to tell fat workers to lose weight or else.

His ban on tobacco use, at home or in the workplace, led four employees to quit their jobs last week at Michigan-based Weyco, which handles insurance claims, reports Reuters.

The employees refused to take a mandatory urine test required of Weyco's 200 staff by founder and sole owner Howard Weyers, a demand he said was legal.

"If they don't want to take the test, they can leave," Weyers told Reuters. "I'm not controlling their lives; they have a choice whether they want to work here."

Overweight workers are next in the firing line for Weyers.

"We have to work on eating habits and getting people to exercise. But if you are obese, you are protected," he said.

He has brought in an eating disorder therapist to speak to workers, provided eating coaches, created a point system for employees to earn health-related $100 (£53) bonuses and plans to offer $45 (£24) vouchers for health club memberships.

Last year, Weyers banned smoking during office hours, then demanded smokers pay a monthly $50 (£27) "assessment," and finally instituted mandatory testing. Twenty workers quit smoking as a result.


COMMENTS

 
fired for smoking

What I do on my own time is my business. If I want to smoke and eat junk food it is my own business.

I smoke and miss a lot less time than my non-smoking co-workers do. No employer has the right to tell you what you can or can not do on your own time. Your employer does not own you.

Does this guy realise that he has crossed the line into descrimination?

Is this CEO at his ideal weight? Does he work out everyday?

Lynda

Lynda
28 Jan 2005
If it wasn't in your contract...

It is grossly unfair to hire an employee and then tell him/her that conditions have been instituted to force the employee to change lifestyle or risk termination of employment.

If employment is conditional, any and all conditions should be clearly stated before the employee is hired. Any changes after hiring should be grandfathered to exempt any employees hired before the conditions were instituted.

Drug or alcohol abuse, acts of moral turpitude, etc, are reasonable grounds for dismissal for an employee; smoking, over-eating, or drinking in moderation are not unless the employee understood that before being hired.

TiltedKilt

TiltedKilt
27 Jan 2005
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