Texas Instruments has a well known (internally) age out policy. Once you get over a certain age, regardless of your performance, HR anoints a steady block of older employees to be aged out. This is done by progressively more hostile management with workload overloads - most folks quit, but if you don't - that pile on a impossible PIP to work towards dismissal - everyone knows this has been going on for decades in TI, but their HR is very practiced in contriving a termination for cause chain of evidence.
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After reading the comments by those who express their perspective of age related discriminating practices by more than a few employers, I felt very concerned for older workers that need/desire employment. I wonder if these employers understand that it is not just the revenue from young adults that keep them in business. I wonder how they would survive if the older generation would stop supporting their businesses. I also wonder if these employers understand the principle of sowing and reaping? I am grateful to your agency for providing the results of your survey and your commitment to provide older workers with reliable job leads.
-- Marie Moore, AARP