"The price of justice is eternal publicity." Arnold Bennett
This grass roots labor movement is not about a particular individual's case or agenda. It is about all the former and current employees of Intel. It is about the issues with Intel's Human Resources policies and practices. It is about Intel's Greed and Dictatorship. It is about the victims of Intel's unjust terminations, discriminations and mind manipulations. It is about those who lost their lives and those who lost their wealth and health.
The purpose of this page of our Internet web site is to inform, educate and equip media for interviewing Intel officials.
|Like Magee don't let Intel intimidate you||Never sign Intel's ridiculous NDA||Question for reporters to ask from Intel|
This article was posted in Register's issue of 1/03/99
by Mike Magee
Intel NDA found on floor
At the Intel Developer Forum, The Register was asked to sign a Non-Disclosure Agreement (NDA). We never do so, partly for legal reasons and partly because we believe journalists should not and need not sign NDAs. We prefer to operate on trust and contacts and absolutely hate burning our contracts. For example, if an Intel representative said he or she trusted us not to publish before a certain date, we might or might not do so.
There is another issue here. NDAs were invented by computer companies so they could tell their partners and customers something ahead of time. Journalists are neither partners nor customers of Intel, nor of any other computer company.
Finally, the legal nature of NDAs is decidedly dodgy. Why, for example, should a Scottish journalist be bound by the Laws of Delaware? Is there a reciprocal agreement between the UK government and the State of Delaware? We dont think so. As far as we aware, these pieces of paper are untested in courts.
A few years ago, The Register obtained a future Intel roadmap from one of its OEMs and published the lot. At that time, the staffer worked for a big publishing house, and Intels European lawyers put the screws on us, big time. If we had ever signed an NDA with Intel, we would probably be, as the saying goes, bang to rights.
We found this NDA lying around at the Intel Developer Forum and thought readers might be interested in its contents, so we scanned it in. We already knew that Intel had an eight-way system but didnt know it was called Saber. What is codename Holmdel all about? Here it is:
If you are an independent, fearless, and responsible journalist like Mike Magee of Register, write what you want and do not let Intel intimidate you into what it wants you to write!
Intel's chief characteristics have always been: arrogance, bullying, overpowering, intimidation, lawlessness, acting above the law, corruption, deception, cheating, and lying. It always have forcefully told to its consumers, competitors, suppliers, customers, media, public, shareholders, and employees what to think, what to say, and what to do. Until you do not stand up to this giant disrespectful bully it'll continue violating your rights.
SINGLE-USE NON-DISCLOSURE AGREEMENT
This Single Use Non-Disclosure Agreement (Agreement') is entered into and made effective as of the date set forth above, by and between lntel Corporation ("Intel"), and the Participant identified below ("Participant").
The parties as specified below agree on the following terms:
1. Confidential Information. The confidential, proprietary and trade secret information being disclosed by the disclosing party ("Confidential Information"), is that information marked with a "confidential","proprietary", or similar legend, and is described as: (Be specific, include subject or product, any document title, drawing/document number, date, rev. etc.) (Use additional sheets if necessary.)
(a) Intel Confidential Information): Future Roadmaps, Potential Partnerships, Timelines, Functionality and Architectural Considerations regarding the following Intel Lab Technologies: 8 Way Saber Enterprise System, PentiumŪ I11 processor enabled Intel Video Phone, "Athens" project, PentiumŪ III processor enabled Fan Duct Cooling System, Merced SDK, Advanced Libraries for Graphics Tools "Geyeserville' technology, New. 18 micron 400 & 433 notebooks, strong-arm technology utilizing new Speech Recognition algorithms, Multi-Resolution Mesh Technology Format Conversion Tools, "Holmdel' technology, and Next Generation Content Protection Technology.
(b) Participants Confidential Information:
All Confidential Information received from the disclosing party will be in tangible form. Nontangible disclosures must be identified as confidential prior to disclosure and reduced to writing marked as provided above and delivered to the receiving party within thirty (30) days to be considered Confidential Information.
2. Disclosure will start on: Tuesday, February 23rd 1999.
Disclosure may continue for up to thirty (30) days thereafter.
The parties' representatives for disclosing or receiving Confidential Information are: Intel: Michelle Klein, Bill Hammond, Jay Gilbert, Scott Trotter, Andrew Liu, Bill Colson, Gary Carleton, Mark Holier, Monique Hayward, Craig Farrer, Rusty Schafer, Derek Everett, Patrick Bohardt, Debashis Chowdury, Will Schreiber, Bart Kessler, Dan James, & Brendan Traw.
All information exchanged by the parties will be made by/to these representatives.
4. Obligations of Receiving Party. The receiving party will maintain the confidentiality of the Confidential Information of the disclosing party with at least the same degree of care that it uses to protect its own confidential and proprietary information, but no less than a reasonable degree or care under the circumstances. The receiving party will not disclose any of the disclosing party's Confidential Information to employees or to any third parties except to the receiving party's employees, parent company and majority owned subsidiaries who have a need to know and who agree to abide by nondisclosure terms at least as comprehensive as those set forth herein; provided that the receiving party will be liable for breach by any such entity. The receiving party will not make any copies of Confidential Information received from the disclosing party except as necessary for its employees, parent company and majority. owned subsidiaries with a need to know. Any copies which are made will be identified as belonging to the disclosing party and marked "confidential", "proprietary" or with a similar legend.
5.Period of Non-Assertion. Unless a shorter period is indicated below, the disclosing party will not assert any claims for breach of this Agreement or misappropriation of trade secrets against the receiving party arising out of the receiving party's disclosure of disclosing party's Confidential Information made more than five (5) years from the date of receipt of the Confidential Information by the receiving party. However, unless at least one of the exceptions set forth in Section 6 below has occurred, the receiving party will continue to treat such Confidential Information as the confidential information of the disclosing party and only disclose any such Confidential Information to third parties under the terms of a non-disclosure agreement.
If initialed and filled in below, the period after which the disclosing party agrees not to assert claims against the receiving party with respect to the Confidential Information disclosed under this Agreement will be 24 months (not less than 24 nor more than 60 months), (/)
6. Termination of Obligation of Confidentiality. The receiving party will not be liable for the disclosure of any Confidential Information which is: (a) rightfully in the public domain other than by a breach of this Agreement of a duty to the disclosing party; (b) rightfully received from a third party without any obligation of confidentiality; (c) rightfully known to the receiving party without any limitation on use or disclosure prior to its receipt from the disclosing party (d) independently developed by employees of the receiving party; or (e) generally made available to third parties by the disclosing party without restriction on disclosure.
7. Title. Title or the fight to possess Confidential Information as between the parties will remain in the disclosing party.
8. No Obligation of Disclosure; Termination. Neither party has any obligation to disclose Confidential Information to the other. Either party may terminate this Agreement at any time without cause upon written notice to the other party; provided that each party's obligations with respect to information disclosed during the term of this Agreement will survive any such termination. Either party may, at any time: (a) cease giving Confidential Information to the other party without any liability, and/or (b) request in writing the return or destruction of all or part of its Confidential Information previously disclosed, and all copies thereof, and the receiving party will promptly comply with such request, and certify in writing its compliance.
9.Residuals. Notwithstanding anything herein to the contrary, either party may use Residuals for any purpose, including without limitation use in development, manufacture. promotion, sale and maintenance of its products and services; provided that this right to Residuals does not represent a license under any valid patents, copyrights or other intellectual property rights of the disclosing party. The term "Residuals" means any information that are retained in the unaided memories of the receiving party's employees who have had access to the disclosing party's information pursuant to the terms of this Agreement. An employee's memory is unaided if the employee has not intentionally memorized the information for the purpose of
retaining and subsequently using or disclosing it.
(a) This Agreement is neither intended to nor will it be construed as creating a joint venture. partnership or other form of business association between the parties, nor an obligation to buy or sell products using or incorporating the Confidential Information.
(b) Both parties understand and acknowledge that no license under any patent, copyright, trade secret or other intellectual property right is granted to or conferred upon either party in this Agreement or by the transfer of any information by one party to the other party as contemplated hereunder, either expressly, by implication, inducement, estoppel or otherwise, and that any license under any such intellectual property rights must be express and in writing.
(c) The failure of either party to enforce any right resulting from breach of any provision of this Agreement by the other party will not be deemed a waiver of any right minting to a subsequent breach of such provision or of any other right hereunder.
(d) This Agreement will be governed by the laws of the State of Delaware without reference to conflict of laws principles.
(e) This Agreement constitutes the entire agreement between the parties with respect to the disclosure(s) of Confidential Information described herein, and may not be amended except in a writing signed by a duly authorized representative of the respective parties. Any other agreements between the parties, including non-disclosure agreements, will not be affected by this Agreement.
SIGNATURE BY AN AUTHORIZED REPRESENTATIVE OF EACH PARTY
2200 MISSION COLLEGE BOULEVARD
SANTA CLARA, CA 95052
Questions for reporters to ask Intel representatives
|#||Question||Possible Intel Answer||FACE Intel Comment|
|1||What can you tell me about the FACE Intel group and the allegations on their web site?||They are a group of disgruntled employees and their allegations are baseless.||Group members have been deliberately victimized by Intel and our allegations come from the following sources: factual human stories, lawsuits filed against Intel, court documents, statement of Intel officials in courtrooms/depositions, documented Intel executives statements, Intel documents and testimony of witnesses.|
|2||Is Intel a family and employee oriented company?||Of course it is.||Intel used to be a family and employee oriented company until the late 1980's. Since that time employees are treated as an expendable commodity. As Andy Grove (Chairman of Intel) and Craig Barrett (President of Intel) say and do. This is why Intel needs to be so aggressive in their recruitment of recent college graduates. They need new widgets for the machine to chew up and spit out.|
|3||How many hours and days in a week will an Intel employee work?||Normally, 40 hours a week, but sometimes a little more.||At Intel managers assign so many projects to their employees that working a 60 hour week is common, especially engineers (although they are hired and paid for a 40 hour week). Intel does not pay overtime to their Exempt (salary vs. hourly) employees. A working week at Intel for engineers and technical employees is 60 hours or more. For design engineers they cater in some sandwiches so they dont even need to stop to get a meal. Ranking and Rating (R&R) is the system that forces employees to work excessive hours on an ongoing basis. Employees are paid for 40 hours, and between two employees Intel gets away with not paying for the third one. Sooner or later the employee will get burned out and discarded by Intel.|
|4||If an employee gets seriously injured at work, physically, emotionally or mentally, will Intel accommodate and support them, or it will be used against them?||Of course Intel will support the injured employee all the way.||If an employee sustain an injury at Intel that affects their work performance , and /or a modification to employee's job or working environment becomes necessary, highly likely employee will be targeted and terminated. To build a case against the employee Intel will take extreme measures. Instead of helping the injured employee, they fight ruthlessly against the employee. Many injured employees have been totally devastated , i.e., financially, mentally and emotionally due to Intel's cruelty. You must read about Joe Friedrich!|
|5||How and why do people get terminated at Intel?||Due to performance issues and /or for a cause.||The majority of terminated employees had excellent performance histories before they were targeted. Some of the reasons for being victimized range from high salaries, accumulation of large stock options, productivity drops due to health or development of a disability, or someone in management did not like them. You must read Discriminations and Targeting! If you visit an Intel facility you will notice very few people over the age of 50, and not many between 40 and 50. If you ask any Intel employee about retirement parties at Intel, the employee will not know how to answer because VERY, VERY FEW Intel EMPLOYEES EVER MAKE IT TO RETIREMENT!|
|6||Does Intel lay off workers?||No, Intel has been growing constantly in the last few years.||Intel does not "lay off", they "re-deploy". Many "re-deployed" employees find other jobs within the company, but others do not. How does Intel explain the termination of hundreds of employees? Intel will tell you these employees voluntarily "separated", but in fact they did not find other positions and had to find work elsewhere. Its a great way to get around paying severance and avoiding the negative press that goes along with lay offs. Intel has developed and is practicing human resource policies in such a manner that they target employees in isolation. This way they get rid of specific employees without disrupting the total population. Intel saves tremendously at the price of employees devastation.|
|7||What is the average age of Intel's employees and has it remained unchanged in the last six years?||The average age is 36 years and has remained that way from 1990 through 1996.||This is what Intel executives claimed in response to FACE Intel's allegations of age discrimination (over 90% of people terminated by Intel are 40 years or older.). If Intel never hired anyone since 1990, all of their employees would be 6 years older, and the average age of employees would be higher than 36. This is not the case for Intel. They have been continuously hiring. In order to keep up with their growth. To compensate for the aging of employees, they either have to hire younger employees or terminate the older employees. Intel has been doing both. Seventy percent of new employees at Intel must be recent college graduates (typically this means under 25), and well over 90% of the employees that have been terminated or forced to leave are over the age of 40.|
|8||How much pressure and workload is put on employees at Intel?||Work conditions would be normal like any other company.||Everybody at Intel is constantly under pressure and stress due to the R&R system. Especially the technical force that is loaded with so many projects that they have to work at least 60 hours a week to survive.|
|9||Do Intel employees work in fear of losing their job?||No. If employees perform to the their job description level, their employment will not be at jeopardy.||YES. A high percentage of Intel employees are constantly reacting to the fear and intimidation created by Intel's R&R policies. Any employee that has a dip in productivity is subject to a rating classification of "Slower than their Peers" or "Needs Improvement" which is part of Intel's "targeting process" and can lead to termination. At a minimum, it means no increase of salary and no stock options for one year, and specific performance requirements for 30 to 90 days.|
|10||Is it true that people who are working at Intel for several years are excellent employees?||Yes, but not in all cases and across the board. There are some exceptions.||That is true in the majority of the cases. The employees evaluation record (Intel's R&R) is indicative of that fact. But after the employee is targeted for termination, all of a sudden you see a drastic change in the performance of the employee, and this is reflected in their records. These changes are artificially created, induced, and reflected as part of a so called "constructive" discharge process, which is basically building a case against an employee to be able to legally terminate them. The majority of actions taken against employees are highly suspect in their motivation and have very little to do with actual performance and merit of the employees.|
|11||Is it true that Intel is constantly looking for people that have patents or talents that Intel needs?||YES!||The abuse is that Intel will terminate these people after they have taken the knowledge needed. There are many cases and evidence to prove that Intel is constantly looking for people with unique talents, patents, knowledge and secrets or product knowledge of Intel's competitors. This is done directly through their recruiters or headhunters. Then they entice them with the best incentive, compensation, relocation, and stock option package. After the particular knowledge is drawn out of the new employee, they are targeted for termination. Further, the employee cannot take with them their own patents, knowledge and ideas. Intel requires all employees to sign an agreement that basically signs away the individuals own intellectual property.|
|12||Is it true that Intel hires the best foreign students, pays them less than other students, and keeps them by the promise of a green card (permanent residency status)?||Absolutely not!||Based on the first hand testimony of reliable witnesses, Intel hires the sharpest foreign students on H1B visa and promise them that Intel will get a green card for them. Then they apply for their work permit through the labor department. At this point Intel must submit the work permit to the Immigration and Naturalization Service (INS) and apply for their green card. This process, from beginning to end, will take about eighteen months. But Intel instead holds back the paper work and does not process it through INS. Meanwhile, for several years, Intel will keep the foreign student hostage for a green card. The foreign student cannot leave Intel because of the green card and, instead, keeps on taking the abuse and exploitation. Intel has dozens of lawyers on their payroll, yet they do not have even one that specializes in immigration.|
|13||Is it true that a lot of Intel employees are seeking psychological and psychiatric help due to the work inflicted stress?||No, that is not true.||It has been our experience that psychiatrists and psychologists in the cities where Intel has a major site (5 in the U.S.) are treating several Intel employees for job-related stress and depression. Anecdotal data has shown that psychiatrists, psychologists, and other therapists in these cities consider Intel a guaranteed source of income.|
|14||Is it true that due to job related stress and or the intentional infliction of emotional stress by the managers some of the Intel employees have committed suicide?||No, absolutely not!||Please read about Suicides and Heartattacks.|
|15||Is possible for an Intel employee to do an excellent job but still receive a trending slower and no pay raise ?||No it is not possible!||Due to the predatory nature of Intel's R&R if everyone is doing an excellent job still a manager is mandated to designate 5% of employees as slower than or need improvement.|
|16||Is it true that Andy Grove (Chairman and former President of Intel) with his own voice says long term employment is impossible?||This is not true.||Mr. Grove's book, "Only the Paranoid Survive", is about his philosophy that made Intel a success giant. The book is also offered in audio cassette format. The audio preface of the book is done by Andy himself. Andy clearly says that long term employment is not possible. Relying on Andy's own statement, we can safely conclude that Intel has been lying to their employees and students by constantly brainwashing them with false information that employees of Intel will securely work until retirement.|
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