Perhaps you have already read in a job vacancy that the company offers as a benefit the meal ticket. Or, who knows, even get one. food stamps in card format and makes purchases with it to supply your pantry. However, the use of this credit available to the worker must be observed so that there is no risk of losing it or having complications. Hence the need to understand which difference between food stamps and food stamps.
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Food Vouchers and Meal Vouchers: What's the Difference?
Contrary to what many think, these two nomenclatures are not synonymous, although the cards have similarities, starting with the objective, which is to help with food expenses. Thus, the difference lies in the place where you can spend one or the other card. Therefore, the food voucher is the benefit with which you can purchase food in general, which may or may not be ready-made. In this way, it is possible to use the VA as a complement to monthly purchases in supermarkets, for example, and thus save a lot.
The meal voucher is for exclusive use for ready-to-eat meals, so it should only be spent in restaurants and snack bars. Generally, this second option is more frequent in companies that do not have cafeterias, such as shopping centers. After all, as the employee will need to have lunch out, the aid seeks to cover this expense. In addition, it is worth noting that the food voucher can be used by both the employee and their dependents, while the meal voucher is for the exclusive use of the employee.
How to use VA or VR?
It is necessary to know that the food benefit, in both formats, will provide an amount referring to the expenses with lunch during the month or fortnight. Therefore, if you choose to buy non-prepared food on the market, you will have to prepare your food at home and take it to work or pay the costs. In this second case, note that there is a double expense with the meal, so preparing the food at home is more economical.
Furthermore, pay attention to the fact that the sale of VR or VA is prohibited by law, and that this can lead to a series of legal consequences. Not to mention that the employee who does this may be dismissed for just cause.
