Thread regarding Texas Instruments Inc. layoffs

@3nv you're not going to get that if our compensation structure only gets us the people who don't have other options.

@OP you know what I want. I want interns who yes are teachable but I want TI to give them experience before putting them in any management/supervising position.
Besides the fact they have no experience and school is not experience on coaching people! ! ! Beyond that though you set them up for failure. You set up the people under them for failure too and at the end the whole fab suffers.
There should be a clause for any management position, lead anything you need to have x amount of experience.

@3hq so, far it’s working lol . Finally caught on

@OP let’s try to turn the thread around one more time. Insert sarcastic shrug

As a previous intern my time here was knowledgeable and was glad to get a job in the end. That being said there are a few things that were difficult. 1: the consistency across shifts for goals. It’s confusing and frustrating at the constant changes each shift in priorities. It doesn’t seem the shifts work together like they should.
However, that seems to slowly be changing. I feel it’s now a universal concern, the lack of consistency across shifts and now we may be leaning in the right direction to change it.

@3h7 the thread had took a turn but you could not resist to bring it back around. If you are her or her friend just let the thread move on. You are not doing her or yourself whoever you are any favors.

@3h7 hahaha just checking in. It’s 8:09 am. Just helping with your math skills. Guess what all you have to do is fact check. Did they say she was on day shift when trained with them, was it true. Yes, indeed because she’s been with us a couple times for training. So, you can keep wishing it isn’t true but it is. If you are friends family do her a favor and coach her kindly as no one here can because she refuses to hear us.

@3h7 well here you go this is early in the morning lol but yeah guess what some said they worked with her. Then they all said they have a break as well. Imagine that. Man you’re really sharp and your reading comprehension skills are astonishing lol

@3g6 There will always be interns. Lets just hope we get the right ones. As you said we're about to have a shortage of people. So, we need them.

Again... many of these posts are appearing very late at night.

@OP I hope this thread turns positive. Because we just found out they are taking people and moving them. We are understaffed and there is not look in the future to fix that. So, we probably need more interns.

@317 You nailed it. If you're going to intern and they offer you a job please understand its your coworkers jobs to be able to assist in training you. They are not attacking you but being helpful. You should be trainable; otherwise, what's the point? Not everything needs to be personal, sometimes its just someone doing their job and training you.

@3fd Well, what's simple is there is about two IE per shift. So, if something doesn't get done there is only two people as far as their roles go. Its easy to see who didn't do their job at the end of the night. Its not rocket science.

@OP Listen, we should not range all interns on one that doesn't listen or cannot apparently be taught. The majority of interns we get are good and trainable. We don't want to scare off interns. Now mind you we're not having as bad as issues as a major other company lol that's in the new right now with safety but if we keep going back and forth on sites like this it will be difficult to get interns for us. I know who this thread is about, that person has decided not to take direction. That's on them, that will catch up to them eventually. It I am sure is being watched already. The point I am trying to make is one bad apple doesn't mean the whole tree is bad. So, lets try to redirect this thread for interns that are doing their jobs, that are teachable, and future interns as well. If you're an intern just do your best, be teachable and you will succeed here.

@3cx I don't come to pass down anymore. In fact I've been transferred to another job thank God, different building even now. I am grateful for that because getting pass down from that person is so painful. It use to go like this; why didn't you put this on the board? Don't you think you should have? Then they'd take her walk her down why and she'd say ughhhhhhhhhh. She doesn't do her job half the time, she does just enough. I don't honestly think you want to open this can of worms because its not going to go well. I think anyone who's worked with the person has a hundred examples.The post had definitely moved on sweetheart, you just had to let it go. They didn't like me either but it wasn't because I dropped the ball so much as they complained about my attitude which is honest to God just my face lol The point I am making here is you need to learn your job, be acceptable to learning don't crash out on your co-workers let them teach you. That's why its called a team. More importantly if you let this thread move on already that would be nice.

@3cx that's hilarious and not true coming from an IE who had her on day shift for training. Then there was a guy who worked directly with her. This has to be her or family etc. Seriously, you know there is a written tracking document that shows word for word when she's asked to do stuff right? Then it doesn't get done. It doesn't take a genius to put two and two together. Someone was asked to do something or should have known, then the next day comes and we have to do it. Listen, I doubt you've talked to all the IEs who've worked with her because I know good well you've not come to me and IE lol or my co-worker IE lol

A lot of the people in IE seem to disagree with what's being said about her in here. Coming from an IE with no issue with her.

@3aa our last boss tried to pick interns who were offered a job carefully for just this reason. I don’t know the name mentioned so must not be at my fab. We do have a couple workers who were on their phone but they got written up

@3aa so the thread moved on and you could have let it go. So, if you are her or family, etc it probably would have just went away. As missing read the whole thread as it gets longer lol Also, she was an intern which was mentioned and refuses to listen to anyone. When told to do stuff she doesn’t until someone says hey did you do this like they asked. Then we’ve all heard the stories say something and she will go cry bullying to people. That’s is why someone said let’s hire interns who are willing to be trained. At one point the girl had the audacity to just leave without saying a word until everyone caught her red handed. Her boss was on shift and couldn’t find her once. She has no care in the world. It takes a while to be able to let one go but believe me when cuts are made all of a sudden these kind of things and trends will come up. We honestly just want her to attempt to work as a team and do her job without pulling hairs. Oh and I am on break before anyone goes there. Lol

@3bc been at least a couple years now

@3aa you didn’t read the thread they said was an intern, now an employee lol. Way to complain and not read. That’s why we want interns who are willing to be trained. Also, she has not been there years. lol might we throw ours too she still refuses to actually do her job but has been there over a year.

@317 Just gonna throw out there that the person people have been complaining about is not an intern. This individual has been at the company for years now. Either this person isn't as incompetent and untrainable as you all claim, or TI doesn't actually value strong performance.

@343 So, HR has entered the chat lol. They know there is a lawsuit there. its not in the under-wage!!! But in the bouncing back and forth it counts and then it doesn't count. You can't do that. It is one or the other. After talking to a lot of people who read this thread and talked about it at lunch yesterday we were all at once told that. Those that worked here longer than a few years.

@343 you can off being told two counteracting things though. One this money is what sets you at market value and counts. Then suddenly it doesn’t count. That’s where the lawsuit is.it can’t be both. It can’t be just when it’s convenient for TI.

You're not going to build a class action lawsuit based on being underpaid. The agreement you sign when you start accepts your salary offer. Even if it's low, it's what you agreed to. If you want better for yourself, go get it. Leave TI and make more money.

@312 if anyone has any evidence of this we do need a class action. We need to make a new thread detailing. We need to draw up others who were told the same thing. We need to show how under market we are. This will prove it was accounted as part of the income. Any verbal, written, documents we need to put together and contacts attorneys and report the company for unfair wages and falsification. Obviously there is much more because it either is or was part of compensation, they don’t get to change their mind when it suits them

@300 interns need to be trained and most importantly trainable! End of story
If you don’t like what you’ve read then do something about it

@2zs if all of what you said is accurate and you have documentation of it or evidence that they once said it was total; that’s how you kept market value . Now they say something else : you have a good lawsuit on your hands. Perhaps a class action one as well

@300 I assume this IS the person others were talking about or someone close to them! lol sad

@300 that’s why it keeps moving topics lol you have problems

This whole thread is probably one person talking in circles with themselves

@2y0 I've also been told by a director level individual at the company that base salaries are below market and TI makes up for it with strong profit sharing and merit bonuses. But profit sharing has been reduced and no one's really been getting merit bonuses the past few years.

@2xx day shift here agree with training our interns but how can we train them if they run training and correcting is bullying . We’ve had this person too, come train and we had them for a partial shift . Same story they refuse to learn and be taught . That being said most interns do want to learn

@2xx I’ma tell you what I am on my phone at my breaks only! Because even though they don’t sn---h ya now- doesn’t meet they won’t when they need to crunch their employee numbers! You may think ya got away with it but then when it’s time for layoffs find it on a piece of paper right in front of your eyes So, even in the break room I am not on social medias or I will not post my work place at all!!! No way, I am old enough to know better

@2y3 I work the same shift. I am off to the other poster. Next, you have to call a spade a spade . We literally ask said person to help with something and never see the person. Even though they are supposed to come to us and exchange info to get the fab moving as fluently as possible. Our boss, our bosses boss all remind the person they just don’t come unless you Hoover over them says our boss to us! They do whatever they want and their boss is in another shift. So, that doesn’t help. I feel like to assist in this and make this easier all around you should have a boss in the same shift as you! If that person did I bet they’d be off their phone not making workplace TikTok’s and doing as asked . There is nothing worse than someone not doing their job repetitively then it hurting the whole shift

@2xx may may not be your forte. You can clearly see some afternoon and day shift hours. Then how about those who said they were on day shift lol or the person who no longer worked there. You know what a hostile environment is? Someone running crying they are being bullied when someone tries nicely to guide them and help because they are told to by bosses . That’s the whole thing you train people new but the person they are talking about cannot handle that. So I would get off your soap box . Plus the one person repeated and stood up for young workers and to not be grouped as a whole from one bad worker

@2y0 I will be frank I cannot disprove that is inaccurate or accurate . So, I am not going to speak on it

@2xx yeah night shifters off already for the week lol get your facts right

@2xr lol, I have had management going up at least 2 levels tell me to my face that I was underpaid, if I only took base salary into account. With the profit sharing I was at market. I told them the same thing you posted here. The response I got was that it has been paid out for so long and that the number were so strong that my total compensation would never fall below market so long as I kept up my performance. Like it or not management has been including profit sharing as part of total compensation and using it as justification for underpaying for otherwise expensive talent.

Just going to throw out that a lot of these posts keep popping up very late at night and are clearly from night-shift people who are on their phones, complaining about someone else being on their phone. You're all hypocrites trying to start problems, and you should be fired for creating a hostile work environment and attacking one of your coworkers. Do better.

@2xr Saying profit sharing isn't "compensation" simply because it isn't guaranteed doesn't make sense. Variable compensation is still compensation. TI itself describes profit sharing as part of its compensation package and literally calls it a global cash bonus program. Historically, it has been a meaningful part of what employees could expect to earn here when the company performed well, and it is a big part of what is marketed to potential employees to push them to join TI.

And your argument about work ethic actually reinforces my point. TI itself has described profit sharing as a program intended to affect employee behavior. That's how incentives work. If you substantially reduce the financial reward employees receive when the company succeeds, while also limiting advancement and allowing base compensation to stagnate relative to the market, you shouldn't be surprised when employees become less motivated to go above and beyond.

You're also conflating individual performance with company-wide profit sharing. Profit sharing is determined by TI's financial performance, not by whether someone on a particular fab floor or sitting in a cubicle is looking at their phone. If an individual employee isn't performing, that's what performance rankings, merit increases, promotions, and ultimately performance management are for. Cutting the value of a company-wide compensation program affects the people who are performing well too.

And saying "people weren't working for it anymore" is just speculation. You could just as easily look at declining engagement and ask whether years of weaker compensation, limited advancement, layoffs, and changes to benefits contributed to that disengagement in the first place.

Nobody is arguing that employees are entitled to a guaranteed profit-sharing payout regardless of company performance. The argument is that when you make the rewards for strong performance and company success less meaningful, you weaken the incentive to put in extraordinary effort. That's not entitlement. That's basic incentive structure.