Since the receipt doesn't reflect the 20% discount, what you could do is wait for the credit on your CC bill, and then subtract that from your next expense report.

This eliminates the rationalization of "but the restaurant might stop participating", and you get a bonus of keeping the 20% discount for yourself on your very last expense report you file -- a small present for resigning, being laid off, or retiring! http://www.flyertalk.com/travel/fttr...orum/smile.gif

If it is your card (you pay, what, $85 a year?), I think YOU should get the benefits of it. You'll also get 160 DC points, right? Are you also supposed to turn those into the company? I don't think so.

As I said earlier, do the easy thing:

ASK your employer how they want you to handle this.

It really does not matter what any of us think about this. What your employer thinks is critical.

I would be curious to hear their response.

William

This situation is as much an "ethical dilemna" as is the decision whether or not to steal the money in the collection plate on Sunday morning. http://www.flyertalk.com/travel/fttr...m/rolleyes.gif

What's really amazing is that the real question here is "Should I deceive my employer and steal money from them?" Unbelievable. http://www.flyertalk.com/travel/fttr...orum/frown.gif

I for one would appreciate substantive input, but if that's all you've got...

It's full of input here (imho http://www.flyertalk.com/travel/fttr...orum/smile.gif Many people think it is unethical and maybe even illegal and/or grounds for dismissal. If you don't like the answer, don't shoot the messenger(s.)

I would suggest claiming the $100, but report the refund once in hand.
I would negotiate an arrangement so that evyrone is a winner.
I suspect that the $20 would not be in question if not for the paid meal and business discussion. So there is likely a way for everyone to win. Keep it quiet and your boss will likely be very upset to find out and will likely take the aproach that what you did was illegal. Discuss it ahead of time is always better.

Sorry. Should have quoted. I was responding to the post immediately above that one, which implied that the hypothetical was similar to stealing from the collection plate.

The weight of opinion seems to be this:

Expense the $100, or
Discuss the situation with the employer.

I still haven't seen anyone directly address the broader question, which is what about the treatment of not just a cash benefit, but of a mileage benefit that may be of equal or greater value than the cash. Ethically speaking, if I were to opt for the (non-de minimus) mileage (as in the 10 miles/dollar iDine deal), am I clean?

Mike

Ah, ok -- sorry.

I do agree with those that have suggested discussing the situation with your employer. It's certainly true that there is a broader issue here, that of non cash benefits. It seems in the case of miles/points, the 'societal' consensus is that these belong to you (in addition, it would get very time consuming to account for their value.) Given that this is eventually cash, I think it should be dealt with directly with the person paying the bill. (And I agree with whoever suggested seeking reimbursement of your annual fee if your employer wants the discount back.)

The easiest method is to use the airlines themselves. They use about 0.1 cents per mile for free trips and 0 for upgrades, because they only account for marginal operational costs (a little more fuel, a little more labor other than cabin crew, and a beverage).

So, if you split your miles 50/50 between free trips and upgrades, even if you got 100,000 miles from expensing $10,000, it's only $50, which is de minimus for $10,000 in charges.

Now, if you used a free trip to travel for business, then the value of the miles is worth something to the employer. Assuming you don't do that, a free trip really is free, and there's no need to expense it.

Unless you're getting 100 miles per dollar charged and you use them for free trips rather than upgrades, miles are nothing compared to a 20% cash discount.

Agreed. $80.00.

I don't see why so many think this is a black-and-white matter, and I don't think one can simply take the "high and mighty" road out of this one. Clearly this falls within a spectrum of "gray area." Are you obligated to report to your employer when you:

- Receive 100 airline miles?
- Complete a CC promotion and receive 1,000 airline miles? (What if it were 10,000?)
- Get 2% cashback on CC? (What if it were 5%? 10%? Does it make a difference if there's a fee for the card?)
- Get 20% discount through iDine?
- Win Visa sweepstakes and entire month's bill is free?
- Use 20% coupon obtained from newspaper?

Since the discount is part of a private rewards program he is paying for, I'd say there is a legitimate question as to whether his employer is entitled to benefit.

With that said, the ethics are irrelevant. Instead of deciding where in the spectrum this falls, use it to your advantage! Take it up with the employer, and ask what they'd like you to do. Or, if not comfortable discussing it, just submit for the lower ($80) cost with explanation. Regardless of the ethics, doing this should put you in a good light with the bosses, and as other posters have said, make them feel you are trustworthy. Look at it as more of an opportunity, and less of an ethical dilemma. http://www.flyertalk.com/travel/fttr...orum/smile.gif

SGM

The annual fee does not fund the 20% discounts. It is the restaurants that agree to give a 20% discount in exchange for getting customers using that card who may have gone elsewhere.

Whoever is paying the restaurant bill is the one entitled to the 20% discount, not the one paying the credit card's annual fee.

Any further comment now that Diners Club's new 20% off dining program (powered by iDine) is now online?

Mike

I don't agree. Since there would be no discount without paying the credit card's annual fee, I think the discount is very much tied to the annual fee.