this post was submitted on 17 Oct 2024
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What a load of crap.
Why should someone get more of a benefit because they spend more on food? Why does the person who brought a tasty snack and doesn't wolf down cold McDonalds not get to take advantage of a monetary benefit provided to other workers?
And I ask again, did they make sure the people that took the vouchers spent all of it on food, or are they only picking on people who weren't smart enough to keep quiet about spending it on other things?
This was for sites that didn't have a cafeteria. They offered this as a way to provide food, while on-site, if the employee would like to. This childish notion that "sOmBoDy GoT mOrE tHaN mE!" is ridiculous. This wasn't supposed to be for personal monetary gain. Employees with sites that had cafeteria are not handed cash or allowed to select household goods if they choose not to eat at the cafeteria. This isn't something that should really have to be explained to grown-ass adults making 400k a year. This is just an extreme level of entitlement and I can't believe people are making me defend a company who's products I refuse to use.
Exactly!
People abusing a benefit for marginal gain is wrong. It's not "you're fired" wrong, it's "you don't get this benefit anymore" wrong.
We can absolutely call out the empolyees for abusing the benefit while also calling out the company for overreacting, and we should be calling it what it is: Meta looking for ways to cull their workforce w/o having to pay out severance or dealing with wrongful termination.
I'll give you that, but that other commenter seemed to think it wouldn't be "fair" if another employee used it, and they didn't, which is a very childish notion. Depending on severity and duration, I could even see it being a talking to. I do also see not being able to find this employee suitable for a position of trust, which they may have been in given their salary. If the employer can't trust you to self-regulate on something as simple as a meal voucher, I don't see how they could trust you at large.
Absolutely! My kids make this argument all the time (they got a half centimeter more juice than me!! waaah!!), and if they complain, I take it away. I was always taught, "you get what you get and you don't get upset," which works fantastically when divvying up things like this. I'm not going to make a stink over a $25 food voucher or whatever, it's just a way to replace not having a benefit available elsewhere (a cafeteria), and if you're whining about someone else using the whole $25 when you don't, then you're a super selfish person who I wouldn't want to work with anyway.
If I was a manager in this situation, I'd deal with it exactly as I do with my kids: I'd take away the voucher. No disciplinary action, just removing the benefit if it's causing problems. I would probably also not want to recommend them for promotion because this type of behavior often indicates other issues, but I wouldn't do that just because of this stupid benefit violation.