TSMC is an equal-opportunity employer and is committed to providing a workplace free from harassment or discrimination. All employment decisions are to be made without regard to race, color, age, gender, sexual orientation, religion, marital status, pregnancy, national origin/ancestry, citizenship, physical/mental disability, military status or any other basis prohibited by law. This policy applies to our employees, applicants, customers, and business partners (including independent contractors, vendors, and suppliers). Should you have a need, TSMC will provide a reasonable accommodation to complete the application upon request. Applicants requiring such accommodation are encouraged to contact us at email@example.com.
If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact TSMC North America at (408) 382-8000 for assistance.
Notice to applicants in San Francisco, California: Fair Chance Ordinance - TSMC will consider for employment qualified applicants with criminal histories in a manner consistent with the San Francisco Fair Chance Ordinance.
Notice to applicants in Maryland: Under Maryland law, an employer may not require or demand that an individual take a lie detector or similar test as a condition of employment or continued employment. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.
Notice to applicants in Massachusetts: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Notice to applicants in New York: New York has legislation that requires employers to provide a copy of New York Correction Law Article 23-A to any individual whose background check reveals a criminal conviction, even if no adverse action is planned based on the conviction. Accordingly, below is a copy of Article 23-A:
New York State Correction Law
Article 23-A, Section 753
Licensure and Employment of Persons Previously
Convicted of one or More Criminal Offenses
Factors to be considered concerning a previous criminal conviction; presumption.
1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or
private employer shall consider the following factors:
(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.
(b) The specific duties and responsibilities necessarily related to the license or employment sought.
(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.
(d) The time which has elapsed since the occurrence of the criminal offense or offenses.
(e) The age of the person at the time of occurrence of the criminal offense or offenses.
(f) The seriousness of the offense or offenses.
(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.
(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.
2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or
private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.