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Where there’s smoke

Updated Sept. 1, 2022

Henrico County’s Altria Group Inc. advertises on its website that it is “moving beyond smoking,” although the owner of Philip Morris USA still is one of the world’s largest producers of cigarettes and other tobacco products.

Now the 6,000-employee, $26 billion corporation may have to move beyond smoking more quickly than it anticipated.

As part of the Biden administration’s cancer moonshot initiative, which aims to cut U.S. cancer deaths by 50% during the next 25 years, the U.S. Food and Drug Administration has said it plans to limit the amount of nicotine in cigarettes “to minimally addictive or nonaddictive levels.” (The FDA is expected to issue the proposed rule in May 2023, at which time it would be open for public comment.)

Additionally, the FDA plans to ban vaping products manufactured by Washington, D.C.- based Juul Labs Inc., in which Altria has a 35% financial stake. Juul’s products were still on shelves as of August after a July FDA decision to further review studies comparing e-cigarettes with conventional cigarettes, a process without an announced timeline.

But the fact that either move could happen in the future poses challenges to Altria’s long-term profitability and sustainability.

In addition to the federal government’s aims, Altria has other problems: The U.S. International Trade Commission forced Philip Morris’ IQOS tobacco-heating system out of the U.S. market in September 2021 over a patent dispute. And the lack of a federal law governing cannabis sales has kept Altria’s $1.8 billion investment in Canadian cannabis company Cronos Group Inc. from paying off.

In a late July earnings call, Altria CEO Billy Gifford, who was promoted from chief financial officer to CEO in April 2020, acknowledged this was “a pivotal point in the U.S. tobacco industry.” A month earlier, The Wall Street Journal deemed it an “existential threat” to Big Tobacco — and Altria in particular.

No Juul in the crown

When Altria released its 2022 second- quarter financial report in July, its net revenues for the quarter were $6.54 billion, down 5.7% from the second quarter in 2021, hewing closely to the company’s predictions for this year.

Meanwhile, Altria’s $12.8 billion investment in Juul, the California-based vaping company that has come under federal scrutiny (as well as numerous lawsuits) over its appeal to underage smokers, sank to a worth of $450 million as of June 30.

According to Altria, it has an option to be released from its noncompete agreement with Juul if the vaping manufacturer is barred from selling its vape products for a year or more in the U.S. or if Altria holds no more than 10% of its initial investment in Juul — in other words, $1.28 billion, a threshold it has already passed.

Altria’s Philip Morris USA is the nation’s largest cigarette manufacturer but tobacco sales have been declining steadily. Nearly 399 billion cigarettes were sold in the United States in 2001; by 2020, the number had fallen to 203.7 billion, according to the Federal Trade Commission. Photo by AP Photo/Gerry Broome

But Altria has not yet sought to be released from its noncompete agreement because the company would also lose certain rights on Juul’s board.

“At this time, we continue to believe that these investment rights are beneficial to us,” Altria spokesperson Jennifer Kelly said via email. “Therefore, we have not opted to be released from our noncompete obligations at this time, but we retain the option to do so in the future.”

Steve Marascia, an analyst at Richmond- based investment firm Capitol Securities Management who follows Altria’s progress and owns stock in the company, rates Altria with a “buy” recommendation. He says the FDA’s movement toward banning Juul’s e-cigarettes and mandating lower nicotine levels doesn’t pose an immediate risk to Altria.

Altria is “still generating a lot of cash flow,” he says, which allows the company to continue paying dividends — an item of interest to many investors, who have seen Altria increase dividends for 53 consecutive years. “The dividend is very key for the stock itself, and the ability to maintain the dividend will be important for the stock.”

In late August, Altria’s board voted to boost its quarterly dividend by 4.4% to 94 cents per share, up from 90 cents. The quarterly dividend is payable Oct. 11 to shareholders of record as of Sept. 15.

But ultimately, Altria will need to diversify from cigarettes, Marascia notes. “Their options are either they seek other products, make acquisitions or potentially merge with another company.”

Past diversification

Earlier this century, Altria was a more diversified company. Originally known as Philip Morris Cos., it changed its name in 2003 to the altruistic-sounding Altria Group in part to distance itself from its tobacco business.

This followed years of bad press and lawsuits over cancer deaths. In 1994, seven of the nation’s top tobacco CEOs, including Philip Morris USA’s William Campbell, testified before Congress that they didn’t believe nicotine was addictive. Four years later, Philip Morris and the top three other tobacco manufacturers entered into the Master Settlement Agreement, agreeing to settle state government lawsuits to recover tobacco-related health costs. Under the agreement, the four Big Tobacco companies agreed to pay at least $206 billion to the 46 participating state governments (including Virginia) over 25 years.

At the beginning of 2007, Altria owned both Philip Morris USA and Philip Morris International Inc. and held an 88.1% stake in Kraft Foods Inc. — but not for long. In March 2007, Altria spun off the maker of Oreos and Oscar Mayer hot dogs as a separate stock, separating from Altria, which had acquired Kraft for $13.1 billion in 1988. Altria started its investment in food products in 1985 with the $5.8 billion purchase of General Foods Corp., maker of products such as Tang drink mix, Hostess snack cakes and Maxwell House coffee.

But amid more legal woes — including the company’s loss of a federal lawsuit in 2006 brought against Altria’s Philip Morris USA and co-defendants R.J. Reynolds Tobacco Co. and Lorillard Tobacco Co. — and declining tobacco sales, Altria’s diversification efforts were scaled back during the following decade.

In 2008, as part of an ongoing restructuring process, Altria also spun off Philip Morris International, its overseas tobacco operation, in a move aimed to free PMI of agreements governing Altria’s domestic cigarette business. At the same time, Altria decamped from its New York corporate headquarters to the homier climes of Henrico County, where Philip Morris USA was already based.

The following year, Altria purchased UST Inc., the largest producer of smokeless tobacco products such as snuff and chewing tobacco, as well as the owner of the Chateau Ste. Michelle wine brand, which Altria sold for $1.2 billion in cash to New York private equity firm Sycamore Partners in 2021.

Today, Altria’s tobacco sales are mostly confined to the United States, and it made two large investments in 2018 to bolster its future in the domestic markets for cannabis and vaping devices. The company says it is “committed to working with policymakers and stakeholders to create a regulated legalized [cannabis] market in the U.S.,” while the House of Representatives and Senate grapple toward a unified policy.

While Altria’s $1.8 billion investment in Canada’s Cronos Group could be viewed as a smart preparation for a future U.S. cannabis retail market, the tobacco manufacturer’s $12.8 billion investment in Juul in 2018 is widely viewed as a massive error that went south almost immediately.

Beginning in November 2019 with a lawsuit by California’s attorney general, Juul has been buffeted with hundreds of lawsuits and a federal ban on its flavored nicotine products. Plaintiffs claim the company’s flash drive-mimicking vapes and fruit- and candy-flavored nicotine products were designed to appeal to underage smokers at a moment when fewer young people were smoking cigarettes, instead of adults trying to quit smoking, as the company has claimed.

Then-California Attorney Gen. Xavier Becerra accused Juul of adopting “the tobacco industry’s infamous playbook, employing advertisements that had no regard for public health and searching out vulnerable targets.”

However, even as many of the lawsuits against Juul have been settled, Gifford and other officials at Altria continue to oppose a full ban on e-cigarettes, which they claim present safer alternatives to cigarettes for people trying to quit smoking.

In his July 28 earnings announcement, Gifford said, “The FDA has the opportunity to create a mature, regulated marketplace of smoke-free products that can successfully realize tobacco-harm reduction and improve the lives of millions of adult smokers. … We continue to believe that harm reduction, not prohibition, is the best path forward.”

John Boylan, a senior equity analyst for financial services firm Edward Jones, says that the short-term impact from the proposed FDA Juul ban is negligible, but it does point to the need for Altria to consider strategies for long-term sustainability.

“Altria gets the vast majority of its sales and profits from traditional tobacco,” Boylan says. “Juul is a small contributor. Therefore, if Juul is removed from the market, it should not have a meaningful impact on our short-term earnings-per-share estimate. However, we believe this points toward the need for Altria to accelerate and intensify its investments in alternative nicotine-delivery systems sooner rather than later.”

Glowing embers

Nevertheless, Altria still faces other challenges, including the continued U.S. ban on its IQOS heated tobacco product, produced by partner and former subsidiary Philip Morris International, which continues to market the product in other countries.

The U.S. International Trade Commission ruled in September 2021 that the device violated two of rival R.J. Reynolds Tobacco Co.’s patents, and it issued a cease-and-desist order against Altria, a decision backed by the Biden administration in November 2021.

Like vaping devices, heated tobacco products are viewed within the industry as harm-reduction measures to help smokers wean themselves from their addictions to traditional cigarettes. With heated tobacco’s limited flavors of menthol and regular tobacco, though, IQOS and similar devices are less favored by teens and young adults.

Altria and PMI began selling IQOS products in the U.S. in October 2019, but R.J. Reynolds filed its patent complaint with the ITC in May 2020, leading to the removal of both IQOS and Marlboro HeatSticks from U.S. markets last year.

The ITC ruling left PMI and partner Altria with two options: Produce the device domestically or change the design, which would require FDA approval and take longer. In February, PMI said it would start manufacturing its IQOS devices in the United States, in hopes of returning the product back to U.S. stores by the first half of 2023. Altria says it is “focused on returning IQOS to the market as soon as possible.” In the meantime, it’s investing in marketing its other smoke-free products, including Copenhagen dipping tobacco and on! pouches.

Another wrinkle for Altria is a failed reunion with PMI, which collapsed in November 2021, two years after the two companies said they began discussing an all-stock merger. Even worse for Altria, PMI’s proposed $16 billion purchase of Swedish Match AB, announced in May, could set up the former subsidiary as a direct competitor to Altria in smokeless-tobacco sales, although the deal was delayed to October.

When the merger was still in motion, financial analysts said banding together seemed to be a wise decision because PMI and Altria are viewed as parts of a diminishing industry.

“The biggest problem is that the cigarette industry is seeing an annual decline of cigarette usage,” notes Marascia. “They are going to need something to buffer that decline. It is not just Altria — all the tobacco companies are seeing the same rate of decline.”

Despite the obstacles, the end is not nigh for Altria, if only because of governmental red tape, says Clive Bates, a longtime tobacco control advocate and a consultant on public health, energy and environmental policy based in London.

He believes that reduced nicotine standards “will never happen” in the U.S. because Congress will likely assert control over such a big issue with impacts on so many factors beyond the FDA’s jurisdiction, including tobacco farming, the supply chain, state tax revenues and law enforcement.

Anti-smoking measures from the FDA are notoriously slow to take effect. A 2012 edict by the agency ordering tobacco manufacturers to include graphic warning labels on all U.S. cigarette packages has been postponed seven times in court as of this summer, with the latest deadline set for January 2023.

Amid the turmoil, Altria has notched one small success recently, with retail shares of Swiss oral nicotine pouches on! expanding from 2% of the U.S. market in 2021’s second quarter to 4.9% in 2022 — although net revenues dropped from $693 million in 2021 to $665 million during the same periods, in part due to lower shipment volume and higher promotional budgets, although Gifford says he’s encouraged nonetheless.

Altria owns an 80% interest in Helix Innovations LLC, which produces on!, a deal reached in 2019 with Burger Söhne Holding AG for $372 million. Altria subsidiary Helix was formed at closing, and on! has been available in the U.S. since 2016. 

Marascia says he isn’t giving up hope on Altria’s future. “They have stated they want to offer other products [as alternatives to cigarettes] for years. I don’t know what products they are going to go with now. They might come up with something totally new — you never know.”

Virginia companies weigh office returns

Many companies in Virginia are taking a flexible approach on whether employees must return to work in offices or continue working remotely or via hybrid models.

For instance, Capital One Financial Corp., the McLean-based credit card company, is planning to reopen its U.S. offices in a hybrid model on Sept. 6. Capital One delayed its initial call to return to the office in September 2021 because of the delta and (later) omicron variants of coronavirus causing spikes in infection rates.

Company spokeswoman Stacy Jones says the post-Labor Day date was intentionally chosen “in order to provide ample time for associates to plan and prepare for their transition to our hybrid model. “

In a statement, the company says, “For associates who are ready to return to in-person work sooner, Capital One offices are open on a voluntary basis. We will continue to closely monitor the health environment and state of COVID in its communities. If health conditions do not support a safe reopening, adaptations may be made to reopening plans.”

Travel insurance company Allianz Partners has about 550 employees in Henrico County, working remotely and in a hybrid model. Its office is open weekdays, and Tuesdays and Thursdays are designated as common days, when fully vaccinated employees are encouraged to come to the office to collaborate and meet in person.

“Our new model will be hybrid, where teams may have colleagues both onsite and remote (local or otherwise). Given the global nature of our company, we also work increasingly with colleagues from other countries,” the company says.

Online retail giant Amazon.com Inc., which is building its multibillion-dollar HQ2 East Coast headquarters in Arlington, also has indicated its plans to maintain a flexible hybrid office environment going forward. It had initially stated it would return workers to hybrid schedules in January, but that was delayed due to omicron spikes.

Amazon CEO Andy Jassy said in an October 2021 note to employees that the company is going to be “experimenting and learning” about what approach works best, adding that there is no “one-size-fits-all policy.” 

Jassy said, “For our corporate roles, instead of specifying that people work a baseline of three days a week in the office, we’re going to leave this decision up to individual teams. We expect that there will be teams that continue working mostly remotely, others that will work some combination of remotely and in the office, and still others that will decide customers are best served having the team work mostly in the office. “

Virginia-based insurance company Genworth Financial Inc., which has offices in Henrico and Lynchburg, reopened its Virginia offices for hybrid work on April 4.

The majority of the company’s employees have the flexibility to work from the office or home on whatever schedule best suits their needs, says company spokeswoman Amy Rein.

Few of the company’s employees have returned to work at an office full time. In Richmond, only about 5% are working from the office two or three days a week, with about 15% coming in occasionally, Rein says. In Lynchburg, about 7% of employees work from the office two or three days a week.

“We do not expect our hybrid work approach to change for the foreseeable future as we consider not only the continued effects of the pandemic, but also employment and economic trends,” Rein says.

Henrico County-based Altria Group Inc., the parent company of Big Tobacco company Philip Morris USA, has adopted a flexible work policy that enables its office staff to work remotely or in the office whenever needed.

“I would say that, so far, the opportunities vastly outweigh any concerns that we have had,” says Michelle Cutter, Altria’s vice president for talent management.

“We are also seeing that we have more and better access to remote [job] candidates,” Cutter says, adding that Altria has seen no significant uptick in turnover during the pandemic.

Altria has not closed or consolidated any of its office space. The company is maintaining its corporate headquarters office in Henrico County along with its downtown Richmond research and development center.

“We want to make sure we have a footprint that allows for true flexibility,” says Cutter. 

Read more about HR executives’ thoughts about a post-COVID work world.

Future shock

As companies across Virginia continue to adjust to workplace changes created by the COVID-19 pandemic, many human resources managers say one thing is clear: The way people work has changed for good.

“This is a new work environment — the workplace has changed now,” says Kirstin Shelton, vice president of human resources for Octo Consulting Group, a Reston-based technology company that has about 85% of its workforce on a hybrid work model, with employees alternating some days in the office and some days remotely.

“I think the hybrid model is how things are going to continue going forward,” Shelton
says. “It definitely impacts what we are doing in recruiting. We have seen a shift because of the opportunity a remote workforce allows.”

In a post-COVID workplace, she adds, “employers have really got to be creative on how people do their work. It is no longer about people coming into the office from 8 a.m. to 5 p.m. and sitting at their desk. People are coming in [to the office] for collaboration. They are coming in to connect.”

Nevertheless, for any employer or supervisor, the primary complication with remote and hybrid work remains staff engagement, Shelton says. “When you are no longer physically co-located with your team five days a week for eight to 10 hours, there is just the general lack of being able to read someone’s body language. You have got to be creative and make sure you are connecting with your staff. That is our biggest challenge: ensuring that managers spend time and have the tools they need.”

Finding the right balance between remote and in-office work is a key opportunity for businesses if they want to remain competitive in recruiting, HR managers say.

“The reality is there is a portion of the workforce that simply prefers to be remote,” says Clare Miller, chief human resources officer for Richmond-based Atlantic Union Bank, which has about 2,000 employees in Virginia. “How do you strike a balance between flexibility where it makes sense, while also accounting for the business needs and strategy of an organization?”

Thinking ahead

In April, Atlantic Union announced it was moving to a hybrid work model, in which most of its corporate staff would be alternating between two or three days a week in the office and two or three days of remote work.

Miller says about half of the company’s employees are now working a hybrid work schedule, while about 15% are fully remote and about 33% work in the office full time.

Amid an ongoing labor crunch, companies that offer flexible work schedules have an advantage in recruiting, Miller and other HR managers say. “The current environment is competitive for talent,” Miller says. “I think flexibility is just another lever we can employ.”

Offering hybrid or remote work “has become a bit of a competitive advantage from a recruiting perspective,” says Michelle Link, chief human resources officer for Maximus Inc., a government contractor with more than 34,000 employees spread across all 50 states, including 5,000 in Virginia.

Gov. Glenn Youngkin’s policy placing strict limits on telework upset many state employees, says Dylan Bishop, a lobbyist for the Virginia Governmental Employees Association. Photo by Matthew R.O. Brown

About half of the company’s employees at a call center in Chester are working remotely, and almost all its employees who worked at a call center in Hampton continue to work remotely. The company also consolidated the two administrative offices it once had in Falls Church and Reston into a single corporate headquarters in Tysons, which reduced its headquarters office footprint from 130,000 square feet to about 90,000 square feet. Employees at the company’s headquarters work a hybrid schedule.

“We are not seeing a slip in our productivity” because of the shift to increased remote or hybrid work, Link says. “Our customers are happy, and we are going to do this for the future.”

The transition has pushed Maximus’ managers to think more about managing for outcomes than managing for time, she adds. “What you want is to manage … what people produce,” Link says. “You don’t want to be focused on when they come and when they go — you want to be focused on delivery.” 

The company is also seeing that jobs requiring an in-office presence require extra salary inducements.

“Right now, you need to pay a 10% premium if you want people to be on site and if you are recruiting IT or technical talent, it can be higher than that,” Link says. “Why would they come to work for you on site if they can do the same job somewhere else in a hybrid environment?”

‘Rapidly changing’

With more people working remotely, some companies have decided to scale back on office space while others are taking a wait-and-see approach about office needs.

Atlantic Union, for instance, relocated employees from an office in Caroline County to other locations.

“That change was prompted by our move to a flexible work environment,” Miller said. “We have not yet planned to consolidate any other corporate offices at this time but that is something we will continue to monitor. It is a rapidly changing environment.”

HR professionals need to consider many challenges that employees face in returning to the office for work after two years of remote or flexible work, says Linda Fisher Thornton, an adjunct associate professor at the University of Richmond’s School of Professional and Continuing Studies.

For example, many workers cared for children at home during the pandemic, and people who are required to come back to the office may not have access to affordable or reliable child care, Thornton says.

Additionally, “many people have enjoyed working in their sweatpants or enjoyed working casually, such as out in their backyards, and that is a lot to give up if they go back to working part of the time in the office,” Thornton says.

Thornton also notes that the cost of commuting is an issue because gasoline prices have ballooned, climbing to nearly $5 per gallon in June. Grocery prices also are up, so “resuming the commute back to the office — even part time — leaves employees with a higher added cost as compared to their pre-pandemic commute, representing a higher percentage of an already tighter budget.”

Thornton says remote work has been “a win for employees, improving their quality of life, removing child care barriers and eliminating commuting expenses and time.”

Employers have seen some financial wins from shifting to remote or hybrid work, such as reducing costs for office maintenance and associated overhead. But those that haven’t adjusted for office footprints are facing pressures “not as visible to employees,” Thornton says. Those include “the cost of maintaining empty buildings and campuses,” as well as “the challenges businesses face in building cohesive remote teams, the difficulty retaining good employees with none of the usual on-site perks available, and more.”

Thornton says there is clearly an opportunity for businesses to consolidate office space after switching to hybrid work, but companies should make sure to consider how it will impact workers.

“Employers who make sweeping decisions without considering individual situations will send a message to employees that ‘our needs are more important than yours,’ a message they cannot afford to send during a talent exodus,” Thornton says.

The bottom line, she says, is that “businesses that are not flexible about remote work will be at a disadvantage in recruiting and retaining top talent, because employees enjoy the improved quality of life that remote work affords, and desirable remote job options will exist elsewhere,” Thornton says.

Retention fears

For some companies, the transition to hybrid work came naturally because they were already moving in that direction. For instance, Stride Inc., an education technology company based in Herndon, already had about 85% of its staff working remotely before the COVID-19 pandemic. It ranked No. 6 on FlexJobs’ list of the top companies in the nation hiring for hybrid jobs in 2022.

“We actually saw productivity go up when we went fully virtual,” says Val Maddy, senior vice president of human resources for Stride. With a corporate staff of about 500 people, Stride is downsizing its headquarters office space from 130,000 square feet to about 30,000 square feet.

“I think it is really all about making sure you keep a connection with employees,” Maddy says. “We have instituted more virtual events for individuals to participate in. We do virtual yoga and meditation and high-intensity interval training exercise classes.  We do that to promote camaraderie, but also mental and physical wellness.”

While private sector companies grapple with the transition to a more remote work environment, Virginia’s state government employees are dealing with a mandate that they return to office work.

In May, Gov. Glenn Youngkin announced a policy that required state employees to return to in-person office work five days a week by July 5 unless they receive approval for a “telework agreement.” Getting such approval isn’t exactly an easy task — an agency head must approve a worker telecommuting one day a week; teleworking two days a week requires approval from a Cabinet secretary; and telecommuting three days a week or more can only be approved by the governor’s chief of staff.

The policy shift was upsetting for many state employees who have benefited from being able to work from home, says Dylan Bishop, a lobbyist for the Virginia Governmental Employees Association, which unsuccessfully sought an extension until September on the return to office work. 

“There were hard and fast deadlines set in place that we were concerned about,” Bishop says, adding that state employees had only two weeks to submit applications to continue at-home work. “We have 122,000 state employees, so to give these folks a two-week turnaround time to submit telework agreements … we were skeptical of that.”

Bishop says a survey of the association’s members, which garnered 400 responses, found that more than 50% were concerned about the rising cost of commuting to work because of gasoline prices.

Another issue cited as a top concern among about 25% of survey respondents was “child care and elder care,” Bishop says. “It takes two to three months to find placement for a child in day care under the best of circumstances, and that problem became more acute in the shadow of COVID.”

While the state workers’ association recognizes that many state jobs, such as law enforcement and corrections, cannot be performed remotely, Bishop contends that mandating in-office work for white collar jobs such as information technology will hurt worker recruiting and retention for state government jobs.

“We have longstanding recruitment and retention issues in state employment, particularly in high-skilled and high turnover positions — that is IT, health care and public safety,” he says. “The No. 1 reason attributed to issues with recruitment and retention is compensation. The average state employee’s compensation lags the market by about 10%.”

This issue predated the pandemic, Bishop says, and flexible work options are one way that the state government could compensate for its inability to compete with private sector wages.

Telework and hybrid work, Bishop says, would make “state employment more appealing and [make] it easier to keep people in the commonwealth.” 

Read more about in-person returns in Virginia offices.