Netflix has an extreme-flexibility employment structure, not tracking hours, vacation pay, or family leave. Instead, employees have a job to do, and total freedom to do it when, where, and how they see fit, in alignment with their cultural values of "freedom & responsibility" (Work life philosophy, n.d.). Regarding family leave, employees are given license to take as much time as they feel necessary and ease back in at their own pace. Meanwhile, pay is set competitively against other companies with the goal of attraction and retention. Netflix's expressed goal is to keep pace or slightly ahead of competitors in terms of wages, but to offer a uniquely attractive work life characterized by freedom in balance with responsibility, on a whole-life level. A much smaller company offering total rewards to stay ahead of much bigger competition is Dick's Drive In in Seattle. The company focuses on customer service by investing in customers, employees, and the community in that order (Tan, 2013). The company sees itself as a transitional employer, being a likely first and not last job. To retain employees longer-term, preserve consistent customer service and quality, the company offers above minimum wage pay, education and childcare benefits as well as paid vacation and paid volunteer hours (Tan). Other fast food companies, like McDonald's, offer minimum wage and some benefits including tuition assistance, many of which are left to franchisees (McDonald's Employee Benefits, n.d.). In its local market, therefore, Dick's has set itself as a market leader in compensation among fast food, inexpensive burger restaurants. Strategically, its market position helps an overall reputation of consistent service and customer as well as employee loyalty.