As an employee who’s caught the bad end of some business agreements, I understand how important it is to negotiate for a salary that you truly desire.

But as a realist living under capitalistic principalities, I also understand that there are policies that could be implemented to afford a “middle class” lifestyle to your subordinates while simultaneously increasing your margin as a company.

As an executive – sure – you’d like to keep everyone happy.

However, as an executive, you also understand that smiles don’t move needles. Your main goal is to ensure you company is in the black by Q4.

It’s possible that a company could very well create their own municipalities in which the employee lives and prospers. Their cost of living would essentially be supplemented by the company. As a compromise, the employee agrees to a 10% to 30% discounted salary. Major corporations employ enough people to effectively have their own jurisdiction. Maintaining employee costs at a fixed rate can potentially result in substantial savings for a company. It would be basically be a corporate UBI.

For example, a company like Tesla could very easily build its own city, fully equipped with a school and hospital as well as other standard brick-and-mortar facilities that would make it a “Tesla City.”

While I haven’t crunched the numbers, I do understand that companies like things at fixed costs so there are no surprises in the future. And I know employees would like to have their car payment and rent paid without it having to be a direct expense.

Millennials and Generation Z are comfortable with not owning land as it is. Therefore, the 20th century idea of “middle class” isn’t really the 21st century idea of “middle class.” An owned home without internet connection is effectively a dungeon. A snotty nosed millennial would probably agree to a “corporate scholarship.”

Don’t knock the idea until you try it. Anything is possible. Cities cay even start competing with large companies over the issuance of said citizen or employee’s Data.

We want a world that makes sense for the individual, right? Along with Health, Vision, Dental, Paid Time off and Stock Options, Blue chip companies might as well pay their rent and their car note. If an employee was given the option of stock options or a guaranteed free housing, most would probably go with the guaranteed free housing.

Obviously, you don’t want your VP of Technology living in the Calliope Projects. Your fixed cost would be a nice house (that you could also own) or a high rise condo on the Upper East-side of town.

This strategy would effectively put Berkshire Hathaway out of business. Because the large viral Tech company would be the real estate company, as they’d buy several parcels of land for their employees and the for the municipalities that they wish to create.

So basically, a company could effectively create societies saturated with information and energy in which they also supplement the 2 major cost of living expenses for their employees.

As an employee, a portion of the salary may be cut -lets say to 75000, but the funds are now effectively “free money” because your two most essential expenses are being taken care of by the company you work for. There have been isolated cases where a CEO may forfeit their salary – but they still live like a CEO. Who cares what you’re actually paid if your actual lifestyle reflects your experience?

Again, I want to emphasize that no numbers have been crunched. I have not made a comprehensive financial example of a fixed cost, universal basic benefit model for a fortune 500 company. But I get the feeling that this idea could definitely flourish if the company – and the employees – are willing to give it a try.

Ultimately, implementing a model where all employees receive guaranteed housing and transportation in exchange for a reduced salary could create a win-win situation for both the company and its employees. This approach offers financial security, reduces stress, and enhances employee satisfaction, while also helping the company manage costs and attract talent. While there are challenges to address, thoughtful implementation and clear communication can help ensure the success of this innovative compensation model.

Disclaimer: Bitcoin Versus is not a financial advisor. This media platform reports on financial subjects purely for educational and entertainment purposes only. Do your own due diligence and contact a professional financial advisor for any advice on how to invest your money.