Sustainability: Employee well-being:
Pay and benefits

To innovate, grow and prosper, TI must recruit and retain the best talent the industry has to offer. We strive to compensate, recognize and develop our employees to keep them engaged and productive. We provide competitive benefits to help employees improve their health, reduce stress, balance their careers and personal lives, and increase their financial security.

Our total compensation philosophy of pay for performance rewards employees in a manner commensurate with their individual contribution to organizational and overall company success. It is designed to be competitive and to ensure that key talent, who will drive future growth, will remain with the company.


We offer competitive compensation as a tool to recruit and retain top talent globally. The compensation and benefits we provide exceed or are in accordance with local laws. We do not maintain a standard entry wage for every country; however, we have verified that we pay employees above the local minimum wage in every country where we operate.

Our compensation approach is to target base pay and benefits at the industry norm, while providing variable cash bonuses based on company and individual performance. Compensation includes salary and bonuses, deferred compensation, equity programs and retirement programs.

We are confident that we pay our employees equitably. TI has long been committed to competitive and equitable compensation regardless of gender, race, ethnicity or other protected characteristics, and we have designed checks and balances into our compensation system, including an in-depth annual analysis, to ensure that we achieve it.

Here is how our compensation system works:
  • Each year, we offer compensation training for managers which addresses legitimate factors to consider when determining compensation and our policy for paying employees equitably;
  • We provide managers with market-based pay-range guidance that applies to all employees in the same job type and level, regardless of gender or race;
  • The supervisor makes an initial pay recommendation, taking into account factors such as the competitive market pay ranges for like jobs, the performance of the employee, and the amount of time the employee has spent in the role;
  • The pay recommendation is reviewed by at least one higher level manager, and then the pay recommendation is also reviewed by the HR manager or Compensation manager, and sometimes both;
  • We conduct an annual in-depth analysis of our compensation system to look for any unexplained pay discrepancies and the reasons behind them. If disparities are found, we explore if factors such as market pay ranges, performance or experience support the difference; and if unjustified, we make adjustments.

We conducted a separate compensation analysis examining gender pay parity (including base, bonus and equity) which takes into account job type and job level. The analysis confirmed that within the U.S. we've achieved 100% gender pay parity. In fact, within our three most populous countries, including the U.S. (making up approximately 70% of our employee population), the same analysis also shows that women are paid as much as men.


We compensate employees with market-competitive salaries. We reward exceptional performance, regardless of gender, race, ethnicity or other protected characteristics, with higher pay. In addition to base salaries, we have a profit-sharing plan that pays cash bonuses based on our annual profitability.

Our performance-driven bonus structure pays out based on the company's absolute and relative performance. Employees' performance during the year dictates whether they will receive a reward, as well as the amount they will receive.

Deferred compensation

Our deferred compensation plan offers eligible highly compensated employees the opportunity to defer a portion of their base pay, year-end bonus and profit sharing. Employees can select the deferral amount and the timing of payments within the rules of the plan.

Equity programs

We offer an employee stock purchase plan that allows employees to buy company stock at a 15 percent discount four times a year. Employees can pay for stock through payroll deductions and may sell the shares at any point in the future. 

We also selectively grant equity awards to attract and retain key employees who are vital to the company's future success. The use of equity is tied to market practice and is intended to align with the interests of our shareholders.

Retirement programs

Our retirement benefits cover eligible, active U.S. employees. In other countries where we operate, benefits vary.

We have a robust financial education program, including workshops and a wealth of resources and tools to help employees get on the right path and stay on track toward a financially healthy retirement.

Pension plans

For U.S. employees hired before December 1997, we have a defined benefit pension plan, of which the company pays full costs. Pension benefits are paid from a pension trust fund, which is not a company asset.


We offer all U.S. employees the ability to contribute to a 401(k) savings plan. We currently match 100 percent of employee contributions, up to 4 percent of annual eligible earnings, except for those employees actively accruing benefits in the pension plan. For those employees, we match 50 percent of their 401(k) contributions, up to 2 percent of annual eligible earnings.

Health, life and disability benefits

TI's benefits include health, extended benefits coverage, income protection, long-term savings, financial advisement programs and wellness programs. Benefits apply to employees, military employees and retirees and include time off and income protection. These benefits may vary by region.

Full-time U.S.-based employees and those who work an alternative work schedule (20 to 39 hours per week) are eligible for all benefits, including medical, prescription, dental, vision, employee assistance and income protection. Interns and employees who work fewer than 20 hours per week are ineligible for most benefits.


TI provides various benefit options to our employees, including health plans, dental care, vision care, life insurance, and short- and long-term disability.

Each year, TI evaluates its benefit offerings and makes necessary changes to ensure that TI continues to offer competitive benefits.  There is an equal amount of time and resource spent making sure that the health care costs of the company are managed appropriately. We share the cost of some benefits with employees. 

We make it easy for U.S. employees to enroll in and update their benefits information and to review their compensation packages through internal online sources. Through our internal website,, information about employee benefits is organized into family, employment and personal life events. It gives employees a quicker way to research a benefits issue or question.

To offset the cost of a variety of benefits, TI:

  • Contributes $750 for employee-only coverage and $1,250 for all other levels of coverage to the health savings accounts of individuals enrolled in our high-deductible health plan.
  • Provides health care and dependent care spending accounts, which allow employees to set aside pre-tax dollars to pay for eligible medical and dependent care services.
  • Offers access to a limited-purpose dental and vision spending account for employees enrolled in the high-deductible health plan.
  • Offers a comprehensive set of preventive programs to help employees maintain healthy lifestyles.

Military employees

To minimize the financial hardship for U.S. employees called to active duty, TI provides an income supplement that makes up the difference between their military pay and TI's pay. We also continue to provide military employees with medical and dental coverage, 401(k) and stock contributions, and life insurance during their leave.

Time Bank

U.S. employees receive a set number of paid hours each month that can be used for leisure, vacation, personal time, short-term non-occupational illness or injury, and funeral or bereavement time off. Accrual is based on the number of full years of service completed before the first day of each month. Active employees also receive nine paid holidays, time off for jury duty and military leave.

Income protection

TI's insurance options support U.S. employees in times of injury, illness or death. These benefits include:

  • Short- and long-term disability.
  • Life insurance.
  • Accidental death and dismemberment.
  • Business travel accident insurance.


For U.S. employees who qualify, our extended health benefits coverage provides access to medical and dental benefits after leaving the company. This coverage includes PPOs and HMOs, and dental PPO and HMO plans.

Global benefits

To attract and retain key talent, we evaluate both wages and benefits programs offered by host governments and other local companies where we operate internationally to ensure that we remain competitive.