Leaving Gen

If you elect COBRA, you can keep your existing plans and coverage level. You will have the option to continue coverage for any dependent currently covered.

If you become eligible for COBRA coverage, and you’re already enrolled in Medicare (Part A and/or Part B), you can still elect COBRA. Your COBRA plan will always pay as secondary to Medicare. For more information on coordination of benefits (who pays first) and enrollment periods for Medicare Part B, go to Medicare.gov.

Gen is required to notify the COBRA administrator, Businessolver, of your COBRA-qualifying event within 30 days after termination.

• Within two weeks of your termination, Businessolver will mail you an enrollment packet with instructions to enroll online, by fax, or by mail. You have 60 days from the date your enrollment packet is mailed to you to elect COBRA coverage.
• If you want, you can log in to Benefitsolver (company key: Gen) and complete COBRA enrollment online, beginning two weeks after termination.
• Payment options will be provided in your enrollment packet. You must send your initial payment no later than 45 days from the date you send your election form.
• Once Businessolver receives your initial payment, you are reinstated in your elected health care plans retroactive to the date your active coverage ended.
• Your annual deductible does not reset when your COBRA coverage begins. If you need care before your eligibility is updated with Cigna or Kaiser, you can pay your provider and submit your eligible out-of-pocket expenses to the COBRA carrier for reimbursement after your COBRA benefits are active.
• While on COBRA, you can make changes during the annual Open Enrollment period. You’ll receive a notification and enrollment information from Businessolver.

Your COBRA coverage can be terminated if:

• The premium for coverage is not paid by the due date.
• Gen no longer provides any group health coverage to any of its team members.
• You gain coverage from a new employer or an individual plan. Contact Businessolver at 888-907-1335 to terminate your COBRA coverage.

View the COBRA plan comparison chart for plan and rate details. 

For more information on COBRA, contact Businessolver at 888-907-1335.

You can enroll in COBRA EAP coverage, and your benefits will continue for you and any dependents enrolled in COBRA. Otherwise, access to the EAP ends on the last day of the month in which your employment with Gen ends.

Learn how the EAP can be a valuable resource as you transition from employment with Gen.

The California Department of Health Care Services will pay health insurance premiums for some California residents who lose employment and have a medical condition that requires a physician’s treatment. You'll need to complete the HIPP application.

If you’re enrolled in the Cigna HSA plan with a health savings account, your HSA belongs to you, and you can continue using it for eligible expenses. Contact MyChoice Accounts at 888-907-1335 for information about keeping, closing, or rolling over your HSA. A monthly service charge will apply if you keep your account with MyChoice Accounts. Once you leave Gen, you will no longer receive the company HSA contribution.

If you enroll in COBRA, you can continue your health care or limited-purpose FSA benefits through the end of the calendar year, and you can continue to make contributions on an after-tax basis. If you choose not to continue your health care FSA through COBRA, you can submit claims incurred through your termination date until March 31 of the following year.

Your dependent care FSA contributions will stop with your last regular paycheck. You’ll be able to use the money in your account until the end of the calendar year. You can submit claims for the year in which your employment terminates until March 31 of the following year. After that, any remaining funds will be forfeited.

Contact MyChoice Accounts at 888-907-1335 with questions about FSA claims.

Your life and AD&D insurance, including any dependent coverage, ends on the day your employment terminates, but you have options to continue coverage.

Lincoln Financial will send you life insurance continuation details within two weeks after your termination date. You will have 30 days from your termination date to apply for the policy conversion or portability through Lincoln.

Conversion: You can convert your life insurance to an individual life policy (as allowed by state law) without providing evidence of good health.

Portability: You can continue your group term life insurance at 50%, 75%, or 100% of the coverage in force prior to termination, up to $500,000, without providing evidence of good health (as allowed by state law). The terms and conditions of coverage under the group portability policy may not be identical to the coverage in place prior to termination.

Contact Lincoln at 877-321-1015 with any conversion policy or portability questions.

Your LTD insurance ends on the day your employment terminates, but you have options to continue coverage.

If you’re receiving disability benefits at the time of your termination of employment with Gen, you may be eligible to continue to receive payments in accordance with the terms of the plan.

You’ll have the option to continue your accident, hospital indemnity, and critical illness insurance after your employment with Gen ends. To continue this coverage, be sure to respond to MetLife’s continuation of coverage (COC) notice within 30 days of the date on the notice.

For questions, contact MetLife at 800-438-6388.

You may be able to keep your 401(k) account at Fidelity; however, you can’t contribute to the plan after your termination date.

Contributions

Gen will make your regular 401(k) deduction from your final paycheck, unless you elect through NetBenefits to increase, decrease, or stop deductions at least two weeks before termination. Gen will deduct 401(k) contributions from paychecks issued up to two-and-a-half months after your termination date (except severance payments).

Vested balance of $1,000 or less

If your account balance is $1,000 or less, a distribution is required. You can request either a lump-sum distribution paid to you or a rollover paid to another qualified plan.

Applicable federal and state taxes will be withheld, and a 10% early-withdrawal penalty will apply when you file your tax returns for the year in which you receive the distribution. The 10% penalty is waived if you are age 59.5 or older at the time of the distribution.

Vested balance of $1,001 to $7,000

The plan will roll over your balance to a Fidelity IRA, including your rollover contribution subaccount. Roth and non-Roth balances will receive separate treatment.

If you are age 65 or older, you are not subject to the rollover requirement, and you will receive a cash distribution.

Vested balance greater than $7,000

You can either request a distribution or leave your balance in the plan until age 72 (73 if you turned 72 in 2023), at which point you will be required to begin annual required minimum distributions (RMDs).

If you leave your 401(k) balance in the plan, you will continue to receive quarterly statements. You will not be able to request a loan or make additional contributions.

Repaying an outstanding loan

Your payroll deductions for any outstanding 401(k) loan end on the day your employment terminates. To continue your loan payments, contact Fidelity at 800-835-5095. If payments aren’t made within 90 days, the outstanding balance will be treated as a distribution and considered taxable income by the IRS, subject to federal and state income taxes and a 10% early-withdrawal penalty if the distribution occurs prior to age 59.5.

Managing your account

To manage your 401(k) account, request a distribution, or roll over funds to another qualified account, go to NetBenefits or call Fidelity at 800-835-5095.

If you have a commuter account credit, contact MyChoice Accounts for information about using your remaining balance.

Coverage in the ARAG group legal plan ends on your termination date. You can continue your plan membership, paying ARAG directly, by calling 800-247-4184 within 31 days of termination.

Unless your position was eliminated as part of a reduction in force (RIF), you must be an active Gen employee to be eligible for education reimbursement.

If you were impacted by a RIF, you can be reimbursed up to the annual $5,250 limit for the successful completion of a class, with a minimum grade of a C or Pass, if an education reimbursement application was approved before your employment with Gen ended. Be sure to submit your reimbursement form through the external SupportNow portal within 120 days of course completion.

You have 15 days after your termination date to submit reimbursement requests for eligible adoption or surrogacy expenses. You can’t claim expenses incurred after your last day at Gen.

Register with ADP to download paystubs and W-2s.

• Go to ADP iPay.
• Select the Register Now button, and use registration code NLOK-123456.
• Follow the prompts to complete the registration. You will receive an email with your activation code and registration confirmation.

Contact ADP at 844-860-3982 if you need help or require a password reset.

If your timecard was not completed through your last day worked, request the timecard template through the external SupportNow portal. Complete the template and email it to payroll_americas@gendigital.com with the proper approvals.

Any required adjustments will be processed as soon as administratively feasible.

If your termination date is prior to a pending PTO absence, Gen will not deduct that time from your PTO balance. If your employment officially terminates after you’ve taken the time off, Gen will deduct the PTO used from your PTO balance.

If you’re eligible for unlimited time off (UTO), you do not accrue PTO, and you will not receive a PTO payout.

Any pending commissions will be paid according to the standard commission payment calendar and within 90 days of your last day of employment. Gen reserves the right to deduct any outstanding recoverable draw payments or other advances against commissions. Commission Accounting will determine any final commission amounts that are due under the plan. For specifics, refer to the Sales and Services Compensation Program Guide or your management team.

Any RSUs and PRUs that are already vested are yours to keep for as long you choose. On your employment termination date, all unvested RSUs will be forfeited, and any unvested PRUs will be governed by the PRU plan award agreement.

For more information, log in to your E*TRADE account. If you have questions, email the stock administration team.

If you participate in the ESPP, any after-tax contributions made during the offering period will be returned to you in your final paycheck. ESPP shares already purchased are yours to keep for as long as you choose.

Your E*TRADE account will remain active as long as you have tradable equity in your account. If you’re currently using your Gen email address with this account, be sure to change it so you receive future communications.

If you are designated as a Restricted Access Person under Gen’s insider trading policy, review this information. If you no longer have access to Gen Central, email the Stock Administration department.

You must destroy your Gen corporate credit card and settle the balance.

• Submit final expenses in Concur prior to departure.
• Pay the card provider directly for any nonreimbursable or personal card transactions.
• Contact the card provider to cancel your account.
• Give the card provider your up-to-date contact information so they can alert you of any account-related issues or irregularities.

You’re responsible for any late fees or penalties due to the failure to settle the card on time.

You can log in to American Express for help.

Where permitted by law, Gen may withhold amounts up to the total amount due on your corporate card from your wages, salary, expense reimbursement checks, bonuses, or commission. You will be requested to sign an authorization for this withholding, where applicable.

If you have questions, submit a request through the external SupportNow portal.

You must return your mobile device to Gen. If you you would like to keep your mobile number and convert to a personal plan, get your people leader’s approval via email, then contact the IT help desk:

• Before your termination date: Use SupportNow.
• After your termination date: Call 877-296-8562.

Your upgrade-eligibility date will transfer with the mobile number to the personal account. Therefore, if your mobile number is not upgrade-eligible at the time of transfer, your cost to purchase a new device after the transfer will be at full retail price.

When appropriate for business reasons, Gen may choose not to release a mobile number for personal use.

Any severance offered would have the terms outlined in a separation agreement that must be signed and returned to receive payment. Generally, a severance package would include a lump-sum payment and a COBRA subsidy. You must enroll in COBRA to receive the subsidy if that is part of your severance.

Tax treatment

Severance payments are considered supplemental pay and will have taxes withheld in accordance with all federal, state, and local laws. Supplemental pay is taxed at a federal rate of 22%. The rate for each state varies and may be higher than the regular rate in some cases.

Voluntary deductions

These voluntary deductions are not deducted from your severance payment: 401(k)-related deductions, ESPP contributions.

Gen team members are employed at will and, to be eligible to receive severance benefits, you must remain employed until your termination date. If you resign prior to the termination date or transfer to another job within the company prior to your termination date, you will be ineligible for any severance benefits.

As part of your severance package, Gen will pay your COBRA health care premiums during the period of time specified in your Separation and Release Agreement (SRA), provided you meet the eligibility requirements.

To be eligible for subsidized benefits:

• You must sign your SRA.
• You must actively enroll in COBRA within 60 days of termination. You will not be enrolled automatically.

Gen will continue to pay the entire premium during the subsidy period, even if plan costs increase.

You can elect up to the same level of COBRA coverage that you had prior to termination. If you elect additional benefits coverage during the annual COBRA Open Enrollment period or following a qualifying life event, Gen will continue to pay the full premium until the end of your subsidy period.

Once your subsidy period ends, you’ll receive a monthly invoice from Businessolver for your COBRA premium. You’ll have 30 days from the first of each month to pay the premium.

If you have questions, submit a request through the external SupportNow portal.