Yes, I do. I know many companies that are that "tight". More importantly, if you applied for a refund and got it and didn't report it to the company some would definitely consider that a firing offense.

I'm old-school (despite only being in my 30s), but if you have to ask about a moral question, you probably already know the answer. Live like someone else is watching and you won't find yourself in awkward situations down the road.

At my company, most of our work is by court appointment. Thus, we have Federal judges to be accountable to. The courtroom is not where you'd want to be debating such things. I've seen it happen with other firms and it wasn't pretty.

Now, how does this play out in reality? If it's a refund on your original fare / night, then turn it in. If because of circumstances you get compensation, try to get it in non-cash equivalents (miles, upgrades, future courtesies, etc.). No refund = nothing to declare. There have been a few times where I've turned in refunds only to be told to keep the extra. ie: it'd cost more in staff time for us to go back and change the bills than the difference. When traveling on non-client-billed travel, they always tell me to keep the difference.

At the end of the day, everyone is replaceable. You may do your job the best, but there's always someone who does second best available.

And why doesn't that hold true for companies and jobs?

I was just going to say the same thing. At the end of the day, jobs are always replaceable and there will always be another company that is my 2nd choice.

I think we'll have to agree to disagree. Leaving aside the enormous differences in what constitutes acceptable and legally permissible firing offences around the world and restrict ourselves to a US context, as well as this specific legislation which is specifically for the traveller and no one else, I think companies that behave in this manner are probably not worth working for in the first place. In other words, firing someone for accepting a 'hardship compensation' even if permissible, is bad-company behaviour that is probably manifest in many other areas.

Yup but the American workaholic doesn't see it that way. They slave away, promising heart and soul to the man, and the thought of doing anything to take money from the company is too much for the American worker bee to bear.

We are all ex-convicts who are in a corporate rehabilitation programme where we help D-list celebrities find offshore investments to avoid paying income tax. We also fund people who want to fulfil their lifetime ambitions of drowning kittens, punching nuns and stealing orphans' toys.

*rolls eyes*

Hard working people who believe in the promise of a career and rely on the promises of businesses that only adapt to what they see as rewarding at the very moment do indeed create not just income for others but huge distortions of a balanced arbitrage. The latter tips entirely in favour and into the pockets of the management.
The latter can of course dial the rules as needed. When they 'steal' miles, hotel points, business dinners, and premium flights it is inherently always within company policy.

I haven't read all of the more recent posts but, if I get the drift of the "fireable" offense tangent to the OP's initial question, it is too bad that some posters' moral compasses seem to be pegged to whether they could get fired for something, not whether it is right or wrong.

My (very large multinational) employer has a written policy stating employees should never accept VDB compensation (unless it does not impact the purpose for travel whatsoever) but may keep any compensation provided for IDB.

I wonder if you can negotiate the kickback for an IDB :o ?

"If you bounce me, I share the spoils with you"...

Refund = refund your boss?
 

My employer requires airfare to be charged to their cards, so if there is anything refunded back to the card they get it.
I'm not allowed to volunteer my seat unless it will not impair my work schedule. If I do volunteer then I can keep what is offered. If it is not voluntary then I am to turn it over the compensation to my employer.

I think it's time for the feather-duster to come out!

Refunds yes, as they should be. Compensation would be due to you ... so maybe you could get away with it.

the entity that i work for has more worthwhile concerns than tracking VDB compensation.

the perks furnished by the airlines are meant to recompense the traveler's inconvenience. (should the traveler submit to his/her employer a food voucher from a short delay? or a full can of coke given onboard?).... not as a reward, or a substantial alternative source of income.

in case of OP's question, for a forced downgrade, there was no *intent* to personally profit from the trip, so no breech of policy.