Called Restaurant Vouchers, Lunch Vouchers, Restaurant Vouchers, etc. Meal vouchers are benefits in kind granted by a company to cover part of the catering costs of its employees. They are not compulsory if the company provides a canteen or pays a lunch bonus. But they are often very popular sincethey can be used in many supermarkets and restaurants. But can we receive it even during his paid vacation?
What are the rules for awarding meal vouchers?
Any employee with a contract, whatever it is, face-to-face or teleworking, in a company has the right to have his lunch paid for. Either he has access to a canteen or receives a lunch bonus, or he has meal vouchers. On the other hand, your schedules must cover a lunch break. If you work from 5 a.m. to 11 a.m., for example, you are not entitled to it.
Distributed in the form of a chip card, paper check or mobile application, these meal vouchers are covered up to 50 to 60% of their amount by the company. As for their amount, the choice is left to the employer, but it cannot exceed nineteen euros per day and per person (until last June when the ceiling is increased to 38 euros). They are nominative and have a validity date which has also been extended until 2021 for 2020 titles.
In which cases can distribution be suspended?
The number of meal vouchers distributed to each employee corresponds to the number of days he worked in the month since they are supposed to be used to buy lunch. Over a month of four weeks, with five working days in daylight hours, you are therefore entitled to twenty titles. But if you take a week’s vacation, then you’ll only get fifteen. If you have been on sick leave or have taken an RTT, the same rule applies, you do not receive a title for those days.
The easiest way for the employer is therefore to distribute them at the beginning of the month on the basis of the days worked the previous month. Because, in the event of error, the employer risks being harmed. If the employee has received fewer meal vouchers than expected, the dispute can be settled out of court. But if it reaches the industrial tribunal, the board can force the company to pay damages. And if the employee has received too many securities, either he simply benefits from them, or he is subject to a tax adjustment like his employer because it is a benefit in kind subject to social security contributions and tax. ‘income tax.
(By the editorial staff of the hREF agency)
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