[speaker001:] hello okay
[speaker002:] yeah okay
[speaker001:] um do you work at TI
[speaker002:] no I don't do you
[speaker001:] yeah
[speaker002:] oh okay
[speaker001:] what company are you are you working at all
[speaker002:] yeah I work for NCNB
[speaker001:] oh okay
[speaker002:] and let's see the question was what benefits you consider most important I think uh definitely medical and dental insurance
[speaker001:] yeah uh-huh
[speaker002:] um life insurance long-term disability uh vacation
[speaker001:] what
[speaker002:] vacation
[speaker001:] oh yeah don't ever think of those as a benefit but they sure are
[speaker002:] yeah and um I think what I don't like some of the policies that our company has that I don't like I don't like their sick leave policy their short-term disability policy and I would like to see them do something about um child care
[speaker001:] yeah what is their sick leave policy
[speaker002:] oh it's only like I don't know like six days a year which is way below the national average
[speaker001:] is it paid
[speaker002:] yeah
[speaker001:] uh do you get penalized for taking it off
[speaker002:] no
[speaker001:] the reason why I said is um TI uh the hourly employees um they have I'm not sure up to five years they have a certain number of days and after five years they have um unlimited uh personal time off but if they miss more than say ten point five hours in a three month period they get penalized for it so really they don't ever huh
[speaker002:] um-hum that's not even two days that's not even two days and what if you get the flu and you're sick for a week or two
[speaker001:] huh-uh the problem is with that is that we work eleven or we work twelve hour days so no one could even take off a day for pay you know PTO um because they get penalized for it
[speaker002:] oh no yeah
[speaker001:] and they lose their certification pay which is like fifty five cents an hour for three whole months so it's really not a very good benefit
[speaker002:] wow no that's in fact I wouldn't call that much of a benefit at all I think you know people get sick and if you get sick usually you're sick for more than a day and then you know if your children get sick
[speaker001:] yeah
[speaker002:] uh you know parents have to take time off for that and um
[speaker001:] yeah that's the biggest thing and people come to work sick but when their kids get sick it's like well I can't afford to take off but I have to
[speaker002:] yeah and I think you know it varies from manager to manager some managers keep track of it and some managers don't and it's really unfair you know
[speaker001:] uh-huh that's true it is it's not really uh consistent
[speaker002:] but I think you know at NCNB in any any work place being a single parent I think that child care is my greatest expense and um you know it's it's getting to the point where you just can't afford it anymore
[speaker001:] yeah I really wish that somebody in big companies or any company would take a hint from like that movie Nine to Five did you see that where they had the child care right there on the
[speaker002:] um-hum right there yes
[speaker001:] that was so good and that would help the morale of parents I think so much
[speaker002:] yes very much very much
[speaker001:] because I hate to see that I mean probably ninety percent of the people that work for me are single parents and they have to you know use child care at least for a couple hours a days
[speaker002:] um-hum
[speaker001:] so I don't know I I really think a big company needs to take responsibility for that
[speaker002:] and I think they should even do something for when children are sick you know provide facilities for sick children
[speaker001:] yeah
[speaker002:] although I know that's not very comfortable for the children when they're sick they probably just would rather stay home but um you know my options are you know to either call in sick to take to take him to one of those places that takes care of sick children um you know and that's about it you know a lot of times I don't have the option of staying home without you know I just can't you know there's something going on that day or you know that I have to be there for
[speaker001:] um-hum yeah
[speaker002:] and I know a lot of um what I do like though is I see a lot of men taking off and they take turns with their wives
[speaker001:] yeah that's good
[speaker002:] you know staying home with the kids but that's still you know kids are sick a lot
[speaker001:] I know it's real I don't have kids yet but it's tough
[speaker002:] and uh
[speaker001:] um what kind of uh how many vacation days do you get a year
[speaker002:] well I get three weeks
[speaker001:] that's great for how many years you been have you worked there
[speaker002:] yeah I got that when I started because I was because I'm an officer of the company
[speaker001:] oh wow that's great
[speaker002:] so it depends on if you're an if you're not an officer it depends on how long you've been there I think you get like a week your first year and then two weeks and then you have to be there like five years to get three weeks or four years
[speaker001:] um-hum
[speaker002:] and then officers just start out at three weeks and then they go up to four weeks
[speaker001:] huh
[speaker002:] depending on I'm real happy with the vacation I guess you know you could take vacation days if you had to stay home but
[speaker001:] yeah TI isn't doing very well so like I'm I'm negative vacation because I've only worked there three years and I I get five days every six months well
[speaker002:] um-hum um-hum
[speaker001:] every about two three months we shut down for a week because you know there's no demand for our product so
[speaker002:] oh yeah I've heard of companies that do that
[speaker001:] yeah and so we've shut down six weeks a year whereas we used to only shut down two
[speaker002:] ooh
[speaker001:] and so it's kind of hurt
[speaker002:] yeah and you have to use your vacation pay for that
[speaker001:] yeah and luckily my boss has maybe you know allowed me to work it off but a lot of people you know go in the hole and uh take you know weeks without pay and it's tough
[speaker002:] oh can you collect unemployment
[speaker001:] um I don't ever but the people that work for me do yeah
[speaker002:] do they
[speaker001:] I mainly the reason because I'm salary so I don't ever lose pay I mean I just go in debt for vacation so yeah
[speaker002:] yeah  well that's yeah that's not not very good are you satisfied with your insurance
[speaker001:] um yeah mainly because I haven't had really had to use it much I mean
[speaker002:] does your company pay for it or do you pay for it
[speaker001:] yeah I have to pay for my husband which is kind of expensive for him I mean it's like
[speaker002:] do you have flexible benefits where you can get sort of like pick and choose
[speaker001:] sort sort of yeah um the reason why I don't know much is because I don't real uh I haven't really had to use like my medical I know they increased the deductible last year which kind of hurt
[speaker002:] um-hum
[speaker001:] and I don't know and after that they pay like eighty percent and the dentals the dental covers quite a bit but like I said I've never really been sick or anything so I've never had to use it
[speaker002:] well I think our our insurance we have to pay for part of it and the company pays for part of it but it's expensive but I don't think it's out of line with what other company you know with what other companies do it's just that in general it's it's expensive
[speaker001:] um
[speaker002:] and you know I don't I don't like it do you have uh um four O one K
[speaker001:] is that like match savings
[speaker002:] yeah
[speaker001:] yeah it's fifty percent matched
[speaker002:] well that's good how
[speaker001:] some companies I know are a hundred percent matched yeah like Harris Semiconductors in Florida
[speaker002:] really where are where for a new job
[speaker001:] huh
[speaker002:] ours will only match twenty five yeah for up to ten percent of your salary
[speaker001:] really ours is only up to four percent though
[speaker002:] oh okay well then I guess that's makes a difference
[speaker001:] yeah because I mean I only put in like a real small amount because it's four percent you know after after after that you put it in and you get like interest interest I mean I've saved quite a bit it's helped me a lot but
[speaker002:] yeah well that's good
[speaker001:] you have to roll it over to an IRA if you ever quit
[speaker002:] yeah
[speaker001:] but you know that's still a good deal
[speaker002:] yeah I'm glad that we that we have that um the company that I worked for before NCNB was just they were just starting it and uh I think that's I think that's great
[speaker001:] uh yeah it teaches people to think of the future I think
[speaker002:] well yeah because retirement plans now are so bad I don't know about your company but our company tries to keep base salaries low and they compensate employees more with bonuses
[speaker001:] really
[speaker002:] and incentive pay rather than raises because it cuts down on their expenses for the pension plan because your pension's going to be based on what your salary was not what your salary plus bonuses where and your your bonuses cut ultimately end up being fifty percent of your salary
[speaker001:] ooh wow
[speaker002:] so
[speaker001:] that's kind of a rip
[speaker002:] yeah but more and more companies are going to that now
[speaker001:] huh TI didn't even give raises this year so
[speaker002:] at all
[speaker001:] no they gave uh a few bonuses but for the most part no nobody in TI got raises
[speaker002:] really gosh that's pretty bad especially with you know inflation and I I've noticed that the cost of living I've lived in Dallas now for three years and the cost of living has just gone up incredibly in that three years that I've been here
[speaker001:] yeah yeah really
[speaker002:] yeah your housing housing mostly I guess is where I notice it but you know in in you know kids kid's get more expensive as they
[speaker001:] um