General Employment

Final Paycheck

Your final paycheck including all hours worked through your last day will be processed and paid based on your state payment requirements. If you have any questions on these requirements, contact [email protected]

Employment Verification

Acrisure uses The Work Number service from Equifax to provide automated income and employment verification. Future employers can contact The Work Number via the web (www.theworknumber.com), email ([email protected]), or by telephone (1-800-367-5690). Contact [email protected] for further assistance.

W-2

Acrisure will provide all employees with an original copy of their tax forms by the federal required deadline of January 31 of the next year. Please keep your mailing address updated in Workday or by notifying [email protected].

Personal Contact Information

Email [email protected] to have your personal contact information updated after your termination has been processed.

Benefits Coverage Information

Review each section carefully—they explain your rights, deadlines, and available options. Only sections relevant to the benefits you selected apply.

For questions:

• Specific coverage or claims: Contact the benefit carrier directly (see Carrier Contact Information).
• General questions: Call the Service Center at 1-800-490-9968.

Post-Termination Benefits Checklist

After your separation from Acrisure, certain benefits require timely action to preserve your rights, avoid forfeiture of funds, or continue coverage.

Immediate Review (First 1–2 Weeks)

• Health, dental, vision: If you are currently enrolled in any of these benefits through Acrisure, you will receive your COBRA election packet from Optum Financial, mailed to the home address you have on file in Workday. You have 60 days to elect coverage. Health coverage ends the last day of the month of termination.

Your Health, Dental, and Vision options vary based on your personal situation and benefit coverage elections at the time of your separation from Acrisure:

• Continue your current Acrisure coverage by electing COBRA coverage and submit payment to Optum Financial within deadlines
• Enroll in coverage through a family member’s plan
• Apply for Marketplace coverage
• Enroll in Medicare (if eligible)

Flexible Spending Accounts (FSA)

• Submit Healthcare FSA claims for eligible expenses incurred prior to your separation date within 90 days of separation, unless you elect and continue Healthcare FSA coverage through COBRA.
• Submit Dependent Care FSA claims for eligible expenses incurred prior to your separation date within 90 days of separation.
• Retain documentation for IRS purposes

Commuter Benefits

• Contributions stop at separation; remaining funds may be used for eligible expenses

Health Savings Account (HSA)

• Your HSA remains yours. Funds can be used for qualified expenses. Future contributions depend on High-Deductible Health Plan enrollment; not eligible if enrolled in Medicare. See the chart below for deadlines and additional details. For questions specifically regarding eligible or ineligible expenses or HSA usage, please contact Optum directly.

Life & Disability Insurance

• Review conversion/portability options with Lincoln Financial, Chubb, and Allstate Benefits. Submit within required timeframes.
• You can expect to receive information from the vendor within 2–3 weeks. Timing may vary slightly depending on vendor processing.

Retirement Plan (401(k))

• Review your account balance with Principal Financial Group and options available to you
• Decide whether to leave assets, roll over, or request distribution
• Address outstanding loans immediately

Voluntary Benefits

• Contact vendors directly to continue coverage: LegalShield, IdentityForce, Nationwide, Genomic Life

Employee Assistance Program (EAP)

• Access is available for 90 days post-termination, or longer if you choose COBRA coverage. If you start sessions with an EAP counselor prior to your eligibility for the EAP ending, you may finish your remaining sessions after your EAP eligibility end date.

Enrolling in Medicare

• If you are eligible for Medicare, review your enrollment options carefully when active employee coverage ends. Delaying enrollment may result in coverage gaps or late enrollment penalties.
• If you enroll in Medicare, you may no longer contribute to a Health Savings Account (HSA), although existing HSA funds remain available for qualified expenses. For more information, visit Medicare.gov or call 1-800-MEDICARE (1-800-633-4227).

Benefits vendor contact information available here.

Medicare Support

If you, or a family member, will soon be eligible for Medicare, explore Acrisure Medicare for help managing this stage in your healthcare journey. Call (609) 542-9386 to speak to a Medicare expert or click here to schedule an appointment. The service is complimentary.

Important Legal Notice – ERISA & COBRA Rights

Certain benefits offered through Acrisure LLC are governed by the Employee Retirement Income Security Act of 1974 (ERISA), as amended. ERISA provides participants and beneficiaries with specific rights and protections regarding group health and welfare benefit plans.

Under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), you and your eligible dependents may have the right to temporarily continue group health coverage at your own expense when coverage would otherwise end due to a qualifying event, such as termination of employment.

Key COBRA Rights Include:

• You have 60 days to elect COBRA coverage. The 60-day period starts on the later of these two dates: the date your coverage would otherwise end, or the date you receive the COBRA election notice.
• If elected and premiums are paid timely, COBRA coverage is retroactive to the date active coverage ended.
• You are responsible for paying the full cost of coverage plus any applicable administrative fee, unless otherwise outlined in your separation agreement.
• Failure to elect or remit premiums within required deadlines will result in permanent loss of COBRA continuation rights.
• COBRA continuation periods generally last up to 18 months following termination of employment, unless extended due to disability or other qualifying events as permitted under federal law.

If you believe your ERISA or COBRA rights have been violated, you may request plan documents or file a complaint with the U.S. Department of Labor, Employee Benefits Security Administration (EBSA). Additional information is available at www.dol.gov/ebsa.

This summary is provided for informational purposes only and does not replace the official plan documents. In the event of any conflict between this notice and the governing plan documents, the plan documents will control.