I think the biggest insult was claiming that this was a "rewards" program. Just what was it rewarding?They should write an article titled "The very brief lifetime of a terribly bad idea" ...
United has about 88,000 employees. Most of those are full time, but let's assume that, on average, they are only half time and work 1,000 hours a year. That's 88 million work hours a year. Since that's a pretty low estimate, let's make it 100 million work hours a year.
If they had wanted to ADD some excitement to their incentive program without touching their current bonus system, then if they were to reduce their next raises by just one penny per hour they would have had one million dollars to dump into their lottery plan. This alone gives some insight into who was really benefiting from eliminating their bonus plans in exchange for this -- there's little chance that the value of all the prizes came close to equaling the value of all the bonuses.
But let's say that they dumped that million dollars into these lottery prizes. They could have made it a reasonable incentive plan by tying your chances to win to your performance. Say every employee gets an automatic entry for each full month of employment they compete. Then they get five entries for perfect work attendance in a month and ten entries for achieving a high level of employment. You could easily add other ways to tie entries to desired behaviors, such as volunteering for community service projects. You might also give them the choice of trading in some of the normal bonus money for additional entries (but ONLY bonus money earned due to performance -- they can't just buy entries for cash).