I read through this and you sound like a really high maintenance employee. Sorry Im on your side and sympathize with people having different dietary needs or choices but you are making far too big of a deal about food.
The way it plays out with dietary issues is just one topic. I happen to be sensitive about it because I've experienced several companies treat me (and other non-meat-eating employees) pretty inconsiderately over it, and fail to address the problems at all even when asked politely.
But in a bigger sense the problem is that anytime an employee sticks up for herself or himself because they feel the company is treating them badly, they are labeled "high maintenance" as you say, or "not a team player", or in the most egregious cases, the mythical "toxic employee" -- all just code words for "why won't this person just be quiet and accept the shitty treatment like everyone else does?"
It's not high maintenance at all to stick up for yourself and be pedantic about things that really affect you and matter to you. But we're so conditioned that we have to be good little workers, displaying fealty to paternalistic companies, to whom we should be soo grateful to be so lucky as to be employed at all, that anytime someone talks plainly about the dehumanizing way the HR and managerial apparatuses are designed and made to interface with employees, then that person is treated like some kind of conspiracy theory wacko who can't just lighten up and deal with the company's bad behavior like everyone else.
If a company factors the value of a food benefit into your dollar value of total compensation (and they absolutely do and will often try to tell you that directly in negotiations when talking about salary), then you absolutely should counter them if you have a dietary preference that changes the picture.
There is nothing "high maintenance" about that whatsoever. It's simply called sticking up for yourself so you're paid fairly.
But here we are, having to argue even about whether an employee can raise the issue that that kind of benefit fails to count as actual compensation without thereby being a nutcase who is high maintenance.
This, by the way, is exactly the "red flag" kind of thing I mentioned, that the other commenter went on and on about how people won't care enough to actually think or act on it. But I mean if even just another casual observer on an HN thread is conditioned to think it's "high maintenance" then how much more will HR think so? Of course HR will think so.
Which brings me full circle back to my original comment, which is that I don't bring this stuff up in interviews even though I believe, ethically, I absolutely should -- because I try to conform and look like the no-weird-stuff "team player" just like everyone else.
But in a bigger sense the problem is that anytime an employee sticks up for herself or himself because they feel the company is treating them badly, they are labeled "high maintenance" as you say, or "not a team player", or in the most egregious cases, the mythical "toxic employee" -- all just code words for "why won't this person just be quiet and accept the shitty treatment like everyone else does?"
It's not high maintenance at all to stick up for yourself and be pedantic about things that really affect you and matter to you. But we're so conditioned that we have to be good little workers, displaying fealty to paternalistic companies, to whom we should be soo grateful to be so lucky as to be employed at all, that anytime someone talks plainly about the dehumanizing way the HR and managerial apparatuses are designed and made to interface with employees, then that person is treated like some kind of conspiracy theory wacko who can't just lighten up and deal with the company's bad behavior like everyone else.
If a company factors the value of a food benefit into your dollar value of total compensation (and they absolutely do and will often try to tell you that directly in negotiations when talking about salary), then you absolutely should counter them if you have a dietary preference that changes the picture.
There is nothing "high maintenance" about that whatsoever. It's simply called sticking up for yourself so you're paid fairly.
But here we are, having to argue even about whether an employee can raise the issue that that kind of benefit fails to count as actual compensation without thereby being a nutcase who is high maintenance.
This, by the way, is exactly the "red flag" kind of thing I mentioned, that the other commenter went on and on about how people won't care enough to actually think or act on it. But I mean if even just another casual observer on an HN thread is conditioned to think it's "high maintenance" then how much more will HR think so? Of course HR will think so.
Which brings me full circle back to my original comment, which is that I don't bring this stuff up in interviews even though I believe, ethically, I absolutely should -- because I try to conform and look like the no-weird-stuff "team player" just like everyone else.