ABSTRACT “A Fair Day’s Pay for a Fair Day’s Work” was one of the mottos of the American labor movement in the 1990s, < (1990’s?) (reference: William P. Quigley, ‘A Fair Day’s Pay for a Fair Day’s Work’: Time to Raise and Index the Minimum Wage, 27 ST. MARY’S L.J. 513, 544 n.141 (1996)) but for most Americans, “fair” compensation means so much more than salary. Employee benefits play a crucial role in the American labor market, and the benefits that an organization offers employees has an immense impact on its hiring ability, turnover rate, and employee satisfaction and productivity. The rise of the tech industry created a flood of new and unique benefits that companies used to attract the best talent to come to work, specifically in an explosively expanding market. As workers nation-wide hear about the exotic and enticing benefits that organizations, like so many of these tech giants offer, some companies are responding and diversifying the benefits they offer to maintain their relevance in an evolving global economy and social climate. When one thinks of unique benefits, they might imagine the free cafes and childcare facilities that companies like Google provide. Had they read about the entire town that Facebook created for its workforce, images of free bus rides, discount employee stores, and company provided housing might come to mind. Even with unique benefits like the ever-expanding offerings of company gyms and cafeterias, West Coast organizations, such as those ever-so talked about tech giants in Silicon Valley, can blanket one’s thoughts on where these unique and special benefits exist, and perhaps originated. Through the evolution of a social climate, a recovering economy with more job vacancies, and a mass exodus of a working generation, unique benefits will become more and more prevalent in the Midwestern United States, not only succeeding within