If a manager takes perks away to an employee, can the employee demand equal policy for the same role? [on...





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In startups, but not only in startup, employees can have perks, e.g. travel in "economy plus", or flexible hours, which are not documented in the employment contract.
The perks I am referring to have been around the company for years and are expected by employees.
If a manager takes such established perks away from a single employee, but not from others, is the employee entitled to have equal treatment to (at least) employees in the same role?



In my case, I am not not allowed to get extra legroom anymore on flights. Without it, I can't physically sit down.










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put on hold as unclear what you're asking by gnat, IDrinkandIKnowThings, mxyzplk, gazzz0x2z, Michael Grubey 6 hours ago


Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.











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    Comments are not for extended discussion; this conversation has been moved to chat.
    – Jane S
    Nov 18 at 2:08

















up vote
-3
down vote

favorite












In startups, but not only in startup, employees can have perks, e.g. travel in "economy plus", or flexible hours, which are not documented in the employment contract.
The perks I am referring to have been around the company for years and are expected by employees.
If a manager takes such established perks away from a single employee, but not from others, is the employee entitled to have equal treatment to (at least) employees in the same role?



In my case, I am not not allowed to get extra legroom anymore on flights. Without it, I can't physically sit down.










share|improve this question















put on hold as unclear what you're asking by gnat, IDrinkandIKnowThings, mxyzplk, gazzz0x2z, Michael Grubey 6 hours ago


Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.











  • 1




    Comments are not for extended discussion; this conversation has been moved to chat.
    – Jane S
    Nov 18 at 2:08













up vote
-3
down vote

favorite









up vote
-3
down vote

favorite











In startups, but not only in startup, employees can have perks, e.g. travel in "economy plus", or flexible hours, which are not documented in the employment contract.
The perks I am referring to have been around the company for years and are expected by employees.
If a manager takes such established perks away from a single employee, but not from others, is the employee entitled to have equal treatment to (at least) employees in the same role?



In my case, I am not not allowed to get extra legroom anymore on flights. Without it, I can't physically sit down.










share|improve this question















In startups, but not only in startup, employees can have perks, e.g. travel in "economy plus", or flexible hours, which are not documented in the employment contract.
The perks I am referring to have been around the company for years and are expected by employees.
If a manager takes such established perks away from a single employee, but not from others, is the employee entitled to have equal treatment to (at least) employees in the same role?



In my case, I am not not allowed to get extra legroom anymore on flights. Without it, I can't physically sit down.







united-states benefits






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edited Nov 16 at 19:35









jcmack

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asked Nov 16 at 19:10









Monoandale

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2,93241849




put on hold as unclear what you're asking by gnat, IDrinkandIKnowThings, mxyzplk, gazzz0x2z, Michael Grubey 6 hours ago


Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.






put on hold as unclear what you're asking by gnat, IDrinkandIKnowThings, mxyzplk, gazzz0x2z, Michael Grubey 6 hours ago


Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.










  • 1




    Comments are not for extended discussion; this conversation has been moved to chat.
    – Jane S
    Nov 18 at 2:08














  • 1




    Comments are not for extended discussion; this conversation has been moved to chat.
    – Jane S
    Nov 18 at 2:08








1




1




Comments are not for extended discussion; this conversation has been moved to chat.
– Jane S
Nov 18 at 2:08




Comments are not for extended discussion; this conversation has been moved to chat.
– Jane S
Nov 18 at 2:08










1 Answer
1






active

oldest

votes

















up vote
3
down vote



accepted










There are too many unknowns here to answer what amounts to a legal question definitively (jurisdiction, contract terms etc.)



However, there are other things you can do - none of which are consequence-free, which should be borne in mind.



First off, soft power is probably the best way to get this done. If you know a reasonable person in a position of authority with enough power to have this change made, bring your complaint to them, if you think this has any chance of succeeding. (It's hard to judge if this is sensible for someone who does not know your workplace as you do, so decide for yourself if this is wise.)



In any case, document your grievance and your attempts to have it resolved throughout.



Keep a diary for this, logging relevant events, use email in preference to phone calls or meetings (but log phone calls and conversations after they happen, along with a memo of what transpired), complain about it in emails when flights are being booked, specifically mention your height, keep hardcopies of your emails and the responses, take photos that illustrate how bad things are for you in flights, and send them on to the relevant people and/or your superiors. Take note of the airline, flight numbers and seat numbers, as well as the specific airplane model you're flying on, and keep ticket stubs for good measure.



If you can, get a doctor to weigh in: this is easily enough done. I imagine you're in quite a bit of physical distress after a flight, so go and see a doctor and get treatment for it, even if it's just a mild painkiller, sleeping tablets or something to relieve muscle stiffness. (You don't even have to take them.) For a small fee, the doctor will write up a to-whom-it-may-concern document along the lines of a sick note that you can put in your dossier.



If this sounds like you're preparing a suit, that's because in essence you are: you're collecting evidence of a reasonable grievance to present, though not necessarily to a court. After a couple of flights, you should have enough documentation to win anyone over. A savvy manager or HR person should recognize from the get-go that your grievance is a very real one, and that this is potentially bad news for the company as well as for your knees, and they will make the necessary changes to policy.



With luck, you'll never have to pull the trigger on a legal action that you don't want to take in the first instance, and your lawyer will be delighted with how well you've prepared things for them if this continues to be a matter of contention.



And if you do want definitive legal advice as to your rights as an employee in this regard in your jurisdiction, if it's an option where you are, join a union, if you're not already a member; this is probably the single simplest thing you can do to move forward on this. Legal advice services usually come with membership, and you'll end up paying a lot less in your annual dues than you would to a lawyer for a one-off consultation. They may also be highly effective intermediaries in pressuring the company to make proper allowance for your physical size.



As I said, none of these actions are consequence-free (except, perhaps, getting advice from a union's legal services, in and of itself). Unfortunately it seems you'll have to stand up for yourself to get what anyone should be able to see is (literally) reasonable accommodation for your height.






share|improve this answer










New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.














  • 1




    Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
    – David Thornley
    Nov 16 at 22:02






  • 2




    I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
    – tmgr
    Nov 16 at 22:15




















1 Answer
1






active

oldest

votes








1 Answer
1






active

oldest

votes









active

oldest

votes






active

oldest

votes








up vote
3
down vote



accepted










There are too many unknowns here to answer what amounts to a legal question definitively (jurisdiction, contract terms etc.)



However, there are other things you can do - none of which are consequence-free, which should be borne in mind.



First off, soft power is probably the best way to get this done. If you know a reasonable person in a position of authority with enough power to have this change made, bring your complaint to them, if you think this has any chance of succeeding. (It's hard to judge if this is sensible for someone who does not know your workplace as you do, so decide for yourself if this is wise.)



In any case, document your grievance and your attempts to have it resolved throughout.



Keep a diary for this, logging relevant events, use email in preference to phone calls or meetings (but log phone calls and conversations after they happen, along with a memo of what transpired), complain about it in emails when flights are being booked, specifically mention your height, keep hardcopies of your emails and the responses, take photos that illustrate how bad things are for you in flights, and send them on to the relevant people and/or your superiors. Take note of the airline, flight numbers and seat numbers, as well as the specific airplane model you're flying on, and keep ticket stubs for good measure.



If you can, get a doctor to weigh in: this is easily enough done. I imagine you're in quite a bit of physical distress after a flight, so go and see a doctor and get treatment for it, even if it's just a mild painkiller, sleeping tablets or something to relieve muscle stiffness. (You don't even have to take them.) For a small fee, the doctor will write up a to-whom-it-may-concern document along the lines of a sick note that you can put in your dossier.



If this sounds like you're preparing a suit, that's because in essence you are: you're collecting evidence of a reasonable grievance to present, though not necessarily to a court. After a couple of flights, you should have enough documentation to win anyone over. A savvy manager or HR person should recognize from the get-go that your grievance is a very real one, and that this is potentially bad news for the company as well as for your knees, and they will make the necessary changes to policy.



With luck, you'll never have to pull the trigger on a legal action that you don't want to take in the first instance, and your lawyer will be delighted with how well you've prepared things for them if this continues to be a matter of contention.



And if you do want definitive legal advice as to your rights as an employee in this regard in your jurisdiction, if it's an option where you are, join a union, if you're not already a member; this is probably the single simplest thing you can do to move forward on this. Legal advice services usually come with membership, and you'll end up paying a lot less in your annual dues than you would to a lawyer for a one-off consultation. They may also be highly effective intermediaries in pressuring the company to make proper allowance for your physical size.



As I said, none of these actions are consequence-free (except, perhaps, getting advice from a union's legal services, in and of itself). Unfortunately it seems you'll have to stand up for yourself to get what anyone should be able to see is (literally) reasonable accommodation for your height.






share|improve this answer










New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.














  • 1




    Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
    – David Thornley
    Nov 16 at 22:02






  • 2




    I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
    – tmgr
    Nov 16 at 22:15

















up vote
3
down vote



accepted










There are too many unknowns here to answer what amounts to a legal question definitively (jurisdiction, contract terms etc.)



However, there are other things you can do - none of which are consequence-free, which should be borne in mind.



First off, soft power is probably the best way to get this done. If you know a reasonable person in a position of authority with enough power to have this change made, bring your complaint to them, if you think this has any chance of succeeding. (It's hard to judge if this is sensible for someone who does not know your workplace as you do, so decide for yourself if this is wise.)



In any case, document your grievance and your attempts to have it resolved throughout.



Keep a diary for this, logging relevant events, use email in preference to phone calls or meetings (but log phone calls and conversations after they happen, along with a memo of what transpired), complain about it in emails when flights are being booked, specifically mention your height, keep hardcopies of your emails and the responses, take photos that illustrate how bad things are for you in flights, and send them on to the relevant people and/or your superiors. Take note of the airline, flight numbers and seat numbers, as well as the specific airplane model you're flying on, and keep ticket stubs for good measure.



If you can, get a doctor to weigh in: this is easily enough done. I imagine you're in quite a bit of physical distress after a flight, so go and see a doctor and get treatment for it, even if it's just a mild painkiller, sleeping tablets or something to relieve muscle stiffness. (You don't even have to take them.) For a small fee, the doctor will write up a to-whom-it-may-concern document along the lines of a sick note that you can put in your dossier.



If this sounds like you're preparing a suit, that's because in essence you are: you're collecting evidence of a reasonable grievance to present, though not necessarily to a court. After a couple of flights, you should have enough documentation to win anyone over. A savvy manager or HR person should recognize from the get-go that your grievance is a very real one, and that this is potentially bad news for the company as well as for your knees, and they will make the necessary changes to policy.



With luck, you'll never have to pull the trigger on a legal action that you don't want to take in the first instance, and your lawyer will be delighted with how well you've prepared things for them if this continues to be a matter of contention.



And if you do want definitive legal advice as to your rights as an employee in this regard in your jurisdiction, if it's an option where you are, join a union, if you're not already a member; this is probably the single simplest thing you can do to move forward on this. Legal advice services usually come with membership, and you'll end up paying a lot less in your annual dues than you would to a lawyer for a one-off consultation. They may also be highly effective intermediaries in pressuring the company to make proper allowance for your physical size.



As I said, none of these actions are consequence-free (except, perhaps, getting advice from a union's legal services, in and of itself). Unfortunately it seems you'll have to stand up for yourself to get what anyone should be able to see is (literally) reasonable accommodation for your height.






share|improve this answer










New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.














  • 1




    Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
    – David Thornley
    Nov 16 at 22:02






  • 2




    I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
    – tmgr
    Nov 16 at 22:15















up vote
3
down vote



accepted







up vote
3
down vote



accepted






There are too many unknowns here to answer what amounts to a legal question definitively (jurisdiction, contract terms etc.)



However, there are other things you can do - none of which are consequence-free, which should be borne in mind.



First off, soft power is probably the best way to get this done. If you know a reasonable person in a position of authority with enough power to have this change made, bring your complaint to them, if you think this has any chance of succeeding. (It's hard to judge if this is sensible for someone who does not know your workplace as you do, so decide for yourself if this is wise.)



In any case, document your grievance and your attempts to have it resolved throughout.



Keep a diary for this, logging relevant events, use email in preference to phone calls or meetings (but log phone calls and conversations after they happen, along with a memo of what transpired), complain about it in emails when flights are being booked, specifically mention your height, keep hardcopies of your emails and the responses, take photos that illustrate how bad things are for you in flights, and send them on to the relevant people and/or your superiors. Take note of the airline, flight numbers and seat numbers, as well as the specific airplane model you're flying on, and keep ticket stubs for good measure.



If you can, get a doctor to weigh in: this is easily enough done. I imagine you're in quite a bit of physical distress after a flight, so go and see a doctor and get treatment for it, even if it's just a mild painkiller, sleeping tablets or something to relieve muscle stiffness. (You don't even have to take them.) For a small fee, the doctor will write up a to-whom-it-may-concern document along the lines of a sick note that you can put in your dossier.



If this sounds like you're preparing a suit, that's because in essence you are: you're collecting evidence of a reasonable grievance to present, though not necessarily to a court. After a couple of flights, you should have enough documentation to win anyone over. A savvy manager or HR person should recognize from the get-go that your grievance is a very real one, and that this is potentially bad news for the company as well as for your knees, and they will make the necessary changes to policy.



With luck, you'll never have to pull the trigger on a legal action that you don't want to take in the first instance, and your lawyer will be delighted with how well you've prepared things for them if this continues to be a matter of contention.



And if you do want definitive legal advice as to your rights as an employee in this regard in your jurisdiction, if it's an option where you are, join a union, if you're not already a member; this is probably the single simplest thing you can do to move forward on this. Legal advice services usually come with membership, and you'll end up paying a lot less in your annual dues than you would to a lawyer for a one-off consultation. They may also be highly effective intermediaries in pressuring the company to make proper allowance for your physical size.



As I said, none of these actions are consequence-free (except, perhaps, getting advice from a union's legal services, in and of itself). Unfortunately it seems you'll have to stand up for yourself to get what anyone should be able to see is (literally) reasonable accommodation for your height.






share|improve this answer










New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.









There are too many unknowns here to answer what amounts to a legal question definitively (jurisdiction, contract terms etc.)



However, there are other things you can do - none of which are consequence-free, which should be borne in mind.



First off, soft power is probably the best way to get this done. If you know a reasonable person in a position of authority with enough power to have this change made, bring your complaint to them, if you think this has any chance of succeeding. (It's hard to judge if this is sensible for someone who does not know your workplace as you do, so decide for yourself if this is wise.)



In any case, document your grievance and your attempts to have it resolved throughout.



Keep a diary for this, logging relevant events, use email in preference to phone calls or meetings (but log phone calls and conversations after they happen, along with a memo of what transpired), complain about it in emails when flights are being booked, specifically mention your height, keep hardcopies of your emails and the responses, take photos that illustrate how bad things are for you in flights, and send them on to the relevant people and/or your superiors. Take note of the airline, flight numbers and seat numbers, as well as the specific airplane model you're flying on, and keep ticket stubs for good measure.



If you can, get a doctor to weigh in: this is easily enough done. I imagine you're in quite a bit of physical distress after a flight, so go and see a doctor and get treatment for it, even if it's just a mild painkiller, sleeping tablets or something to relieve muscle stiffness. (You don't even have to take them.) For a small fee, the doctor will write up a to-whom-it-may-concern document along the lines of a sick note that you can put in your dossier.



If this sounds like you're preparing a suit, that's because in essence you are: you're collecting evidence of a reasonable grievance to present, though not necessarily to a court. After a couple of flights, you should have enough documentation to win anyone over. A savvy manager or HR person should recognize from the get-go that your grievance is a very real one, and that this is potentially bad news for the company as well as for your knees, and they will make the necessary changes to policy.



With luck, you'll never have to pull the trigger on a legal action that you don't want to take in the first instance, and your lawyer will be delighted with how well you've prepared things for them if this continues to be a matter of contention.



And if you do want definitive legal advice as to your rights as an employee in this regard in your jurisdiction, if it's an option where you are, join a union, if you're not already a member; this is probably the single simplest thing you can do to move forward on this. Legal advice services usually come with membership, and you'll end up paying a lot less in your annual dues than you would to a lawyer for a one-off consultation. They may also be highly effective intermediaries in pressuring the company to make proper allowance for your physical size.



As I said, none of these actions are consequence-free (except, perhaps, getting advice from a union's legal services, in and of itself). Unfortunately it seems you'll have to stand up for yourself to get what anyone should be able to see is (literally) reasonable accommodation for your height.







share|improve this answer










New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.









share|improve this answer



share|improve this answer








edited Nov 16 at 22:17





















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tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.









answered Nov 16 at 20:59









tmgr

59217




59217




New contributor




tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.





New contributor





tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.






tmgr is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.








  • 1




    Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
    – David Thornley
    Nov 16 at 22:02






  • 2




    I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
    – tmgr
    Nov 16 at 22:15
















  • 1




    Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
    – David Thornley
    Nov 16 at 22:02






  • 2




    I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
    – tmgr
    Nov 16 at 22:15










1




1




Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
– David Thornley
Nov 16 at 22:02




Many employees in the US are not represented by unions, and have no unions to join. You might want to make this part of your advice explicitly depend on the availability of a union.
– David Thornley
Nov 16 at 22:02




2




2




I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
– tmgr
Nov 16 at 22:15






I could have misread things, but I believe we know from the comments that OP is in (more union-friendly) Europe - nonetheless, point taken, and amended! It makes the answer more generally applicable.
– tmgr
Nov 16 at 22:15





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