In 1994, TI formally launched initiatives to support employees with managing work and life responsibilities. Since then, we have listened to employees, audited our programs, and enhanced our work-life portfolio, including our flexible work options.
Realizing that all employees can benefit from work-life support during their careers, we offer a wide range of resources to meet diverse needs. Our U.S. work-life programs include resources and referrals service, corporate concierge, maternity, paternity and adoption, lactation amenities, child care services, children’s camps, parenting education, support and online communities, as well as elder care resources. Initiatives vary globally depending on specific work cultures and government-subsidized programs.
Through a third party, employees are given access to a comprehensive library of articles, tools, calculators, self-assessments, webinars, podcasts and more on topics such as childcare and parenting, adult care and aging, travel, pets, education, adoption, daily needs, special needs, safety, pregnancy, mothers at work, and on the job.
U.S. employees can access professional and personalized concierge services through a website, email or phone. The third party concierge staff handles personal transactions for employees that might otherwise preoccupy them during the workday, such as purchasing tickets or gifts, planning personal travel, planning vacations, making reservations, and much more. At some locations, concierges also offer tickets, gifts and discount cards for employees to purchase.
All employees have access to paid time off when they welcome a new baby or child into their family. Our disability benefit plan provides an eight-week paid maternity leave for birth mothers; new fathers receive two weeks of paid paternity leave. Adoptive parents also receive two weeks of paid leave and are eligible for adoption reimbursement of up to $4,000 for agency and legal fees, court costs and transportation expenses.
To support new mothers who choose to continue breastfeeding when they return to work, we provide designated private lactation rooms at all sites. These rooms are furnished with refrigerators, comfortable furniture and medical-grade pumps.
We work with local and national child care providers to offer discounts to employees for full-time, and backup child care. Additionally, employees have access to resources on child care consultations and customized referrals to child care centers, family child care homes and nannies that are best suited to an employee's specific child care needs.
For employees who have children with special needs and/or chronic health conditions, we created an Exceptional Caregiving website with several other companies. The site features comprehensive information that addresses the many aspects of caring for a child with a disability and related work, school and family issues.
Employees can also contribute to a dependent daycare spending account, setting aside pre-tax dollars to offset some of their child care costs.
In 2000, TI established the company's first on-site children's camp. Today, we offer nearly four months of full-time, state-licensed summer, winter and spring break camps at the Dallas site for employee children 5 to 13 years old. The camps promote child development; encourage balanced nutrition for a healthy lifestyle; and provide a well-rounded recreational experience in a safe, structured and supervised environment.
"Parents Night Out" at the same facility provides parents the opportunity to have a few hours of free time on select evenings while their children enjoy fun activities under the care of a trained staff.
The cost to employees and contractors is affordable. The convenience, accessibility and affordability of the camps greatly reduce parental stress.
Parents can also take advantage of a company-subsidized, two-hour child care service while they exercise at our on-site fitness facility. This program serves children ages 6 weeks to 13 years and provides a variety of fun, age-appropriate, structured activities.
Our parent education program, widely recognized for its outstanding parenting curriculum, offers several on-site seminars throughout the year. We also support a popular online employee parenting forum, where employees and their spouses or partners can post questions or resources on the company's intranet.
Several online communities have developed over the years, such as the Parents Network, Adoptive Parents group, New Moms Network, and groups for employees caring for children with disabilities.
Caring for elderly parents or other adults who are chronically ill or disabled can be challenging for employees. A third party service offer employees access to a wealth of educational materials, expert consultations and customized searches for support such as in-home and center-based care, backup care, assisted living, home health programs, transportation, and chore services. We also offer an online discussion groups for caregivers.
We know that a flexible workplace minimizes employee stress and contributes to our ability to recruit and retain the best talent. Nearly two decades ago, we launched formal flexible work policies and tools. Today, employees and managers have access to comprehensive online resources to guide them in creating a more flexible workplace. Depending on the job, a variety of options may be available including flextime, compressed workweeks, reduced work schedules, job sharing and telecommuting.
In manufacturing, most employees work compressed schedules of 12-hour shifts, with several consecutive days off each week. In our offices, employees have a great deal of input on their schedules to set their hours, work from home, or scale back during certain points in their careers.