|
 |
|
Employee/employer partnership
At TI, each individual employee is considered to be a valuable asset – to be respected and to be nurtured – both as an empowered individual and as a team member. We remain focused on the individual and are committed to providing a safe workplace that is free from harassment and discrimination where each employee is encouraged to set high goals.
This business philosophy of employee/employer partnership is evidenced by:
- An "open door" that gives every employee access to higher levels of management.
- A work environment prohibiting retaliation and retribution, discrimination and harassment.
- Required sexual harassment training.
- External educational assistance available to all employees.
- A job opportunity system whereby employees are allowed to move from job to job within the company.
- Multiple, company-supported diversity networks, with a major goal of career development.
- Strong TI support for community involvement.
The TI ethics program focuses primarily on supporting and nurturing the ethics of the workplace, not on identifying and punishing wrongdoing. Compliance is absolutely vital and mechanisms are in place, including strong discipline for dealing with violations of laws, regulations and ethical principles.
But the overarching principle on which all TI ethics activities are based is one of trust. We recognize that trust is the basis for all solid business relationships and that those relationships depend on a reputation and track record of integrity. And at TI, we view our reputation as an asset as vital as the technologies that we develop and bring to the marketplace.
Employees make decisions daily – such as how to charge time or how to use company assets – that can create ethical problems. For that reason, an effective ethics communications program must address the entire spectrum of employees in a proactive, continuous manner, starting immediately after hiring.
From the very beginning of an employee's tenure at TI, the importance of ethical business practices is stressed as well as how employees can receive help in making decisions – from the TI Ethics Office, his or her manager, the law department, human resources, or other managers.
In addition to the continuous ethics communications program, we design training courses to communicate TI's ethical business practices to work groups. Although measuring the impact of an ethics initiative can be difficult, we are finding that our ethics communications programs are making a difference. In 2009, we plan to conduct online compliance training, online ethics workshops and refresher training, and training on how to avoid workplace harassment.
|
|
|
