Employers nowadays are going to great lengths to fight employee attrition by wooing top talent. Do they really have to go this far? And when they do – does it actually work?  A look at Gravity’s disruptive strategy to offer a minimum wage/salary of $70,000 gets creative juices flowing on what employers can do to throw money at the talent problem, but perhaps more creativity and innovation in benefits programs doesn’t always carry such a big price tag. In fact, benefits managers and HR specialists are realizing that benefits program “marketing” may have more to do with success than giving away the farm.

Read about the good, the bad and the ugly of Gravity’s groundbreaking attempt at a minimum salary.

What are other grandiose/wacky/memorable benefits programs out there? Share them with us!