A Second Proposal by The Lifetime Student Foundation:

It has come to the attention of The Lifetime Student Foundation that in some cases where a cash bonus or raise in salary is not possible, incentives such as a ham and turkey for Easter, Thanksgiving and Christmas may suffice. We are proposing that these bonus incentives be made mandatory to all companies depending on the size and or revenue. Beginning with The Ham & Turkey bonus incentive for Easter, Thanksgiving and Christmas.

If a salary cap or lack of funds is the case then sometimes offers of incentive can substitute cash for payment. Some companies offer gas cards and free tune ups as incentives for employees in both the Private and Public work sectors. Some offer free tickets for Art, Lecture and Sporting events as a bonus. Its the little things that mean the most sometimes.

An example of The Turkey Proposal applied would be to end the University of California Labor Strikes, which I have personally took part in and offered support to both The UC Regents and the Workers on strike. If The Turkey Proposal was applied to the current situation:

1. Each University could begin by building some employee parking, which would save employees a lot of money every year. For example, lets say an employee pays $10 a day for parking. Monday thru Friday which, is 5 days a week would amount to $5o dollars a week that employees are spending on parking and $200 a month. Fall semester is August 15th to December 15th roughly, which is 4 months, which totals $800 in parking fees for spring semester and Spring semester, lets say January 15th to May 15th, another 4 months, which totals another $800 in parking fees every school year for employees. Building employee parking would save an employee at a University $1600 dollars in total a year.

Either that or they could could continue to pay $1600 for parking every year without building new parking structures and be reimbursed for the full $1600 or a percentage of $1600 in parking fees.

2. Each University could begin by offering Cafeteria food to all staff, faculty and workers at a University. For example if an employee pays 10 dollars a day for two semesters, just as in the first example, for lunch this time, the total would still be $1600 a year in Lunch Fees. If cafeteria food were offered, the same rule would apply and that $1600 dollars being sent could be spent on something else by an employee, faculty or a worker. In this case some staffers don’t get breaks and are on campus working during summers to, which means those staffers are spending more money, which would make the totals spent every year, on fees for lunch and parking as well, more than $1600.

Basically the money that the staff, faculty and workers spend on lunch everyday would be reimbursed. Either in full or a percentage of the total money spent on lunch everyday, at the end of the year.
In both cases in our examples we see that by deferring money spent, on first parking fees and then lunch fees, $1600+$1600= $3200, each worker, staff or faculty member would have an extra $3200 to spend at the end of the year.
3. Another option would be to allow family members of faculty, staff and workers to receive a full or partial wave of tuition. That would also free up a little more cash, per employee, each year somewhere down the line.

"Growing up the son of a teacher, a some what underpaid teacher and a factory worker, for Easter, Thanksgiving and Christmas every year both my parents would bring home a Company or Government sponsored, Butterball Turkey and Ham for Easter, Thanksgiving & Christmas. Enough to feed my family and guests with extras for lunch sandwiches and Turkey dinners way into the New Years."

In doing so each company may even receive a subsidy. Ham and Turkeys can be expensive sometimes and the money spent could be used for other things by a family. Happy employees make for better workers in most scenarios.

We hope to see a trend, in employers offering more incentives where an increase in salary or a bonus in cash can't be offered, in the future.