If your company came to you and said they would give you a 15% raise if you got the company's logo tattooed on your body, would you do it? Now, before you get all excited and scream yes, yes, yes, let's remember the average workplace raise is somewhere around 3% so, a 15% raise is five times bigger...are you with me? Lets also consider the fact that you might not have any tattoos and have no real interest in getting one and you feel very strongly about that. Rapid Realty in New York is offering its employees that very deal, get the tat and a 15% raise. So far, around 40 employees have taken the deal and the owner is paying for the tat...pretty sweet, huh?

The owner of the company is Anthony Lolli and he says he got the idea from another employee who got the company logo tattooed on his body just to show his loyalty...sounds like a total suck-up to me, but hey, his choice.

I was commenting to my wife the other day about how difficult it is anymore to find anyone who doesn't have a tat. I don't have one, but my wife does and so do her sisters. My own daughter just revealed her new tattoo to me a couple of weeks ago, but that's a whole different blog altogether...don't get me started.

With more and more people getting tattoos, Lolli saw a great way to market his company in a way that benefits him, the company and his employees. By the way, people in both genders and all age groups are getting tats these days so, if you think it is limited to one specific segment of the population, you would be wrong.

Personally, I have no interest in getting a tattoo, but I also understand that most tattoos have a very special meaning and connection for the people that have them. That being said, a 15% raise would be huge and it would definitely cause me to give the idea some serious consideration.

Tattoos are of course permanent, but what if you get fired and the split was an ugly one...now what? Sure, you can have it removed, but that is painful, expensive and will definitely leave a mark. Worse yet, what if you get an offer from your company's direct competitor that you want to accept? That could be troublesome.

If I did it, I would want something in writing that says if they fire me, they have to continue to pay me for at least a year and would have to pay for any removal procedures and any follow up care associated with that removal, which I doubt any company would agree to. What would you do?