Personal Data and Pay Check Delivery

Updated 08/29/2017

Personal Data
After leaving Intel, it is critical to ensure you have a current mailing address, telephone, and/or email address on record with Intel for at least 18 months so that you receive tax and benefit information in a timely manner.

NOTE: To receive your W2 in a timely manner, your change of address must be received by the end of the first week of December of that year.

You now have 3 options to change your home address with Intel (new December 2015):
Posted December 20, 2015

  1. You can call the Get HR Help 800 number (1-800-238-0486) and speak to an agent. Once you verify your identity with the agent on the phone, you can make the address change with the agent.
  2.   NOTE: To receive your W2 in a timely manner, your change of address must be received by the end of the first week of December of that year
  3. To make changes to your personal employee data, please contact the Intel Contact Center at 1-800-238-0486 (Monday-Friday from 9:00 am to 4:00 pm Pacific Time).  Once you verify your identity over the phone, the representative will collect the information that needs to be changed and enter it into the system.
  4. To continue to receive important information regarding your 401(k) and/or Profit Sharing Accounts, you must contact Fidelity* directly at 1-888-401-7377  to update your personal information and address changes.

Pay Check Delivery
Standard Final Paycheck Delivery is typically direct deposit on the next regular pay cycle.
If the information provided does not answer your questions, please call the Intel Contact Center for further assistance.
(800) 238-0486 Monday – Friday 9:00 am to 4:00 pm (Pacific Time)

Exempt Base Pay Calculation
Final base paycheck is calculated using the following formula: Annual pay X days worked divided by 24, divided by days in a pay period.

Exempt Paid Time Off
Unused vacation time will be paid out at termination for California and Massachusetts employees only.

Non-Exempt Paid Time Off
If your employment with Intel ends, you will receive payment, at your final rate of pay, for any vacation you have earned but not taken. If you are a California employee, your earned, unused floating holiday(s) will be paid out upon termination.

Non-Exempt Personal Absence (PA)
If your employment with Intel ends, any unused PA will be paid out. PA time is converted to cash :as follows

·         At time and one half of straight time pay for hours over a 40-hour balance

·         At straight time for hours below a 40-hour balance

Sabbatical

Employees outside of California and Illinois:

  •  Employees outside of California and Illinois who terminate, voluntarily or involuntarily, before becoming eligible for sabbatical, will not be paid for any time which would have counted toward sabbatical eligibility. Employees who have reached their sabbatical eligibility date at the time of their termination will be paid out for their unused sabbatical time which has not been forfeited. 
  • California and Illinois Employees: California and Illinois employees who terminate, voluntarily or involuntarily, will receive payment for unused sabbatical time. Payment upon termination for unused sabbatical time up to 11 weeks will be on a pro-rated basis, using a calculation which looks to the next sabbatical eligibility date, i.e., only the eligible service completed towards the next sabbatical eligibility date is calculated for payout at termination. If the employee has not taken the eight-week sabbatical by end of the three-year window, the employee will not be allowed to take a sabbatical until his/her next eligibility date and will not accrue additional sabbatical time for pay out at termination because they will have met their 11 week cap (8 weeks for the sabbatical + 3 weeks for the 3 year eligibility window). These are prospective calculations and used only if a terminating employee opted not to take sabbatical; they are not earned wages and are subject to adjustment and recalculation for use.
  • Sabbatical Pay: Sabbatical pay will be paid at employees’ final rate of pay based on a calculation including base pay, scheduled overtime, shift differential, compressed workweek schedule premium, and geographic salary differential, as applicable.
  • All Employees: A manager may extend an employee’s termination date rather than pay out sabbatical only under limited circumstances. If the exception is granted, the employee will have to schedule their sabbatical through the normal process and the manager should process the termination with a date immediately after the last day of sabbatical. Termination dates will not be extended for employees who are impacted by a people movement action, who accept a CAP buyout, or who are terminated for policy violations.

Bonuses

The payout of a Quarterly Profit Bonus (QPB) or Annual Performance Bonus (APB) requires an employee to be employed on the Intel payroll through the last day of the applicable bonus period (June 30 for first half (1H) QPB and Dec. 31 for second half (2H) QPB and APB). No prorated bonuses will be paid if termination occurs before the last day of the applicable bonus period.

In other words, the effective termination date for the employee must be July 1 or later for the employee to be eligible for 1H QPB and Jan. 1 or later in order to be eligible for 2H QPB and APB. As an example, if the employee’s effective termination date was Dec. 31, the employee would not be eligible for either 2H QPB or APB.

 

Re-Deployment Pay
You could receive as many as four checks when you leave Intel due to a redeployment action. For instance, if you select the immediate separation option, the payout may include salary buy-out payment, COBRA benefits, separation benefits and regular base earnings.

If you select the redeployment option, payout may include salary buy-out payment, separation benefits, and regular base earnings.

The following deductions may be taken out of each check:

  • Wage withholding assignments, if applicable, may be taken out of the salary buy-out and separation benefits checks.
  • Medical, dental, life/Accidental Death and Disability (AD&D) insurance, HCRA, DCAP, disability insurance, Sheltered Employee Retirement Plan (SERP), SERP loan and wage withholding assignments, if applicable, may be deducted from your regular base earnings check.
  • No deductions are taken from the COBRA check if offered in your redeployment package.
  • Applicable taxes are deducted from separation pay at the supplemental rate, as required by law.
  • No deductions are taken from the COBRA check if offered in your redeployment package.
  • Applicable taxes are deducted from separation pay at the supplemental rate, as required by law.

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