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.
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.
It is either wrong to use it for something else or it isn’t.
Should the employees who spent less than the dollar amount of the voucher on that day’s meal be fired too?
??
There’s no requirement to use up the whole voucher, the only requirement is that if you choose to use the voucher, you only use it on food. That’s it.
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.