Basecamp is increasingly becoming known for going above and beyond for their employees:
We don’t actually have anyone who lives in San Francisco, but now everyone is being paid as though they did. Whatever an employee pockets in the difference in cost of living between where they are and the sky-high prices in San Francisco is theirs to keep.
Just look at Basecamp’s employment perks package. This is an impressive feat for a small business of 55 or so employees. Perks like a standing desk — no matter where you’re working from — is included. And after you add in this San Francisco salary base, it’s hard not to look at open employment opportunities in the Basecamp team.
I applaud Basecamp’s continuing drive to put employees first. Their efforts are admirable and should be emulated to the best of other small company’s abilities.
The only nitpick I have with the whole blog post is this bit:
This is not how companies normally do their thing.
I don’t have a magical study that suggests companies don’t operate this way. I just don’t think it’s fair to provide a general statement stating companies don’t normally operate in such a way as to provide more benefits to employees. Bonuses that flowed into American pockets at the end of 2017, at the very least, suggest a blanket statement like the one above isn’t fair.
Those companies could have pocketed the saved tax dollars and provided bonuses to management and officers. Instead, they flowed into the hands of everyday employees.