Another workplace issue for a 12 Stepper acquaintance of mine is his severe medically caused food issues. His management frequently provides sweet rolls, pizza, burgers for meeting sales goals and targets. Unfortunately, with his med problems, it is very unusual that he can actually eat any of the treats. He approached HR with a concern the company was not accommodating his med issues. The company started remitting to him a prorated amount of money for the dollar value of his share of the treats. Turns out, that isn't really the right way to handle such an issue, the company needs to provide food he can eat per the ADA . They tried that a couple of times, but there were issues with coworkers eating the wrong treats, and then some cross contamination issues with the rest of the food. Eventually, HR took him aside and said 'off the record' my friend needs to drop the issue and be satisfied with the $$$ reimbursement idea. The alternative is to drop a VERY popular perk for everyone else and let the chips fall where they may in regards to repercussions.
In this case, the issue is a medical condition, but I could see halal or kosher issues being a similar challenge for employers and employees. I've been to company holiday parties at bars and such. Didn't occur to me at the time, but just being a 12 Stepper at a company event in a bar could be an issue with some folks. Additionally, I can imagine bar food as being 'suspect' for observant Jews and Moslems. Maybe even some Christians . . . .
In this case, the issue is a medical condition, but I could see halal or kosher issues being a similar challenge for employers and employees. I've been to company holiday parties at bars and such. Didn't occur to me at the time, but just being a 12 Stepper at a company event in a bar could be an issue with some folks. Additionally, I can imagine bar food as being 'suspect' for observant Jews and Moslems. Maybe even some Christians . . . .
The granting of a pardon is an imputation of guilt, and the acceptance a confession of it.
