Document:

Exhibit

        

Exhibit 10.64
2018 Award Agreement
under the
Voya Financial, Inc. 
2014 Omnibus Employee Incentive Plan

Grantee: Rodney O. Martin, Jr.
Grant Date:
Restricted Stock Units Granted:
Performance Stock Units Granted:

Article 1- General
		
	1.1
	Capitalized terms used but not defined in this agreement (this “Agreement”) shall, unless the context otherwise requires, have the same definition as in the Voya Financial, Inc. 2014 Omnibus Employee Incentive Plan (the “Plan”).  Unless otherwise stated or the context so requires, the singular shall be construed to mean the plural, and vice versa.

		
	1.2
	This Award is subject to the terms and conditions of the Plan and as set forth below in this Agreement.  The provisions of this Agreement shall govern and prevail in the event of any conflict with the Plan. Any conflicting or inconsistent term of this Agreement shall be interpreted and implemented by the Committee in a manner consistent with the Plan.

		
	1.3
	The Grantee has read the Plan, and accepts and agrees to the terms and conditions thereof.

Article 2    - Awards
		
	2.1
	Award of RSUs.

		
	(b)
	Award.  Grantee is hereby granted the number of restricted stock units (“RSUs”, and each an “RSU”) indicated above immediately adjacent to the caption “Restricted Stock Units Granted”. Each RSU represents a conditional right to receive one share of Common Stock, subject to Article 3.1(a).  

		
	(c)
	Grant Date of Award.  The grant date of this Award of RSUs is the date indicated above immediately adjacent to the caption “Grant Date” (the “Grant Date”).

		
	(d)
	Consideration.  No consideration is payable by the Grantee in respect of this Award of RSUs.

		
	2.2
	Award of PSUs.

		
	(b)
	Award. Grantee is hereby granted the number of performance share units (“PSUs”, and each a “PSU”) indicated above immediately adjacent to the caption “Performance Share Units Granted”.  Each PSU represents a conditional right to receive a number of shares of Common Stock subject, and determined according, to Article 3.1(b)(ii).

		
	(c)
	Grant Date of Award.  The grant date of this Award of PSUs is the Grant Date.

		
	(d)
	Consideration.  No consideration is payable by the Grantee in respect of this Award of PSUs.

Article 3    - Vesting and Delivery of Award
		
	3.1
	Scheduled Vesting Dates.  

		
	(b)
	Vesting of Awards of RSUs. Subject to Articles 3.2 and 3.4 below, this Award of RSUs will vest one-third on the first anniversary of the Grant Date, one-third on the second anniversary of the Grant Date and one-third on the third anniversary of the Grant Date (each, a “Vesting Date”), provided that the Grantee is still Employed by the Company on each of the respective Vesting Dates. Any fractional shares that would otherwise vest on a Vesting Date will vest on the last Vesting Date.  In the event there are any fractional shares on the final Vesting Date, the number of RSUs that vest on that final Vesting Date will be rounded up to the nearest whole share. As soon as practicable following each Vesting Date (but in any event no later than the end of the calendar year in which such Vesting Date occurs), one share of Common Stock shall be delivered to the Grantee in respect of each RSU which vested on such Vesting Date.

		
	(c)
	Vesting of Awards of PSUs. (i) Subject to Articles 3.3 and 3.4 below, this Award of PSUs will vest on the third anniversary of the Grant Date (the “PSU Vesting Date”), provided that the Grantee is still Employed by the Company on the PSU Vesting Date.  In the event there are any fractional shares on the PSU Vesting Date, the number of PSUs that vest on the PSU Vesting Date will be rounded up to the nearest whole share.

		
	(ii)
	As soon as practicable following the PSU Vesting Date (but in any event no later than the end of the Calendar Year in which the PSU Vesting Date occurs), a number of shares of Common Stock shall be delivered to the Grantee in respect of each PSU which vested on the PSU Vesting Date, equal to the number of such PSUs multiplied by a performance factor (a “Performance Factor”) applicable to the period beginning on January 1 of the year in which the Grant Date falls and ending on December 31 of the year immediately preceding the PSU Vesting Date (such period, the “Performance Period”) The Performance Factor for the Performance Period will be determined based on the level of achievement, over the course of 

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the Performance Period, of the performance goals set forth in Annex A hereto.  Grantee understands and acknowledges that the Performance Factor may be zero if applicable minimum goals are not met, and that the Performance Factor may not exceed the maximum amount set forth in Annex A.  
		
	3.2
	Termination of Employment - RSUs.  

		
	(a)
	If Grantee’s Employment is terminated by the Company other than for Cause (as such term is defined in the Employment Agreement) or is terminated by Grantee for Good Reason (as such term is defined in the Employment Agreement), then any unvested RSUs shall continue to vest, and shares of Common Stock will continue to be delivered, according to the schedule (and as otherwise) set forth in Article 3.1(a); provided, however, that if Article 3.2(c) or Article 3.2(d) of this Agreement shall also apply to the termination of Grantee’s Employment, such provisions shall supersede this Section 3.2(a) (and for the avoidance of doubt, if the Termination Date is within two years following a Change of Control, then Section 3.4(a) of this Agreement and Section 3.6 of the Plan shall govern the treatment of the Award evidenced by this Agreement, to the extent any provision of this Agreement is inconsistent with Section 3.4(a) of the Agreement or Section 3.6 of the Plan).

		
	(b)
	If Grantee’s Employment is terminated by Grantee other than for Good Reason (as such term is defined in the Employment Agreement), then any unvested RSUs as of the Termination Date shall continue to vest, and shares of Common Stock will continue to be delivered, according to the schedule (and as otherwise) set forth in Section 3.1(a).

		
	(c)
	If Grantee’s Employment is terminated as a result of Grantee’s Disability (as such term is defined in the Employment Agreement), then any unvested RSUs shall vest as of the Termination Date and one share of Common Stock shall be delivered to the Grantee in respect of each such vested RSU as soon as practicable following the Termination Date (but in any event no later than March 15 of the calendar year following the calendar year in which the Termination Date occurs).

		
	(d)
	If Grantee’s Employment is terminated as a result of Grantee’s death, then any unvested RSUs shall vest and one share of Common Stock shall be delivered to the Grantee’s beneficiary or estate, as the case may be, in respect of each vested RSU as soon as practicable following the date of death (but in any event no later than March 15 of the calendar year following the calendar year in which the death occurs).

		
	3.3
	Termination of Employment - PSUs.  

		
	(a)
	If Grantee’s Employment is terminated by the Company other than for Cause (as such term is defined in the Employment Agreement) or is terminated by Grantee for Good Reason (as such term is defined in the Employment Agreement), then any unvested PSUs shall continue to vest, and shares of Common Stock will continue to be delivered, according to the schedule (and as otherwise) set forth in Section 

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3.1(b), and the number of shares of Common Stock to be delivered to Grantee in respect of each such vesting PSU will be determined in accordance with Section 3.1(b)(ii); provided, however, that if Article 3.3(c) or Article 3.3(d) of this Agreement shall also apply to the termination of Grantee’s Employment, such provision shall supersede this Section 3.3(a) (and for the avoidance of doubt, if the Termination Date is within two years following a Change of Control, then Section 3.4(a) of this Agreement and Section 3.6 of the Plan shall govern the treatment of the Award evidenced by this Agreement, to the extent any provision of this Agreement is inconsistent with Section 3.4(a) of the Agreement or Section 3.6 of the Plan).
		
	(b)
	If Grantee’s Employment is terminated by Grantee other than for Good Reason (as such term is defined in the Employment Agreement), then any unvested PSUs as of the Termination Date shall continue to vest, and shares of Common Stock will continue to be delivered, according to the schedule (and as otherwise) set forth in Section 3.1(b), and the number of shares of Common Stock to be delivered to Grantee in respect of each such vesting PSU will be determined in accordance with Section 3.1(b)(ii).

		
	(c)
	If Grantee’s Employment is terminated as a result of Grantee’s Disability, then, as of the Termination Date, all unvested PSUs shall vest and a number of shares of Common Stock shall be delivered to Grantee in respect of each such PSU, such number to be determined in accordance with Article 3.1(b)(ii) using a Performance Factor equal to (x) if the Committee shall have determined, prior to the Termination Date, a Performance Factor with respect to the Performance Period (including a Performance Factor calculated on an interim basis with respect to the Performance Period, if the Committee shall have made such a determination), the most recently determined Performance Factor for the Performance Period or (y) if no such Performance Factor shall have been determined with respect to the Performance Period prior to the Termination Date, a Performance Factor of 100%; the shares of Common Stock (if any) so calculated shall be delivered to the Grantee as soon as practicable following the Termination Date (but in any event no later than March 15 of the calendar year following the calendar year in which the Termination Date occurs).

		
	(d)
	If Grantee’s Employment is terminated as a result of Grantee’s death, then, as of the Termination Date, all unvested PSUs shall vest and a number of shares of Common Stock shall be delivered to Grantee’s beneficiary or estate, as the case may be, in respect of each such PSU, such number to be determined in accordance with Article 3.1(b)(ii) using a Performance Factor equal to (x) if the Committee shall have determined, prior to the Termination Date, a Performance Factor with respect to the Performance Period (including a Performance Factor calculated on an interim basis with respect to the Performance Period, if the Committee shall have made such a determination), the most recently determined Performance Factor for the Performance Period or (y) if no such Performance Factor shall have been determined with respect to the Performance Period prior to the Termination Date, a Performance 

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Factor of 100%; the shares of Common Stock (if any) so calculated shall be delivered to the Grantee’s beneficiary or estate, as the case may be, as soon as practicable following the Termination Date (but in any event no later than March 15 of the calendar year following the calendar year in which the Termination Date occurs).
		
	3.4
	Change in Control or Termination of Employment – All Awards

		
	(a)
	In the event of a Change in Control, except as provided in Section 3.4(e) of this Agreement, the provisions of Section 3.6 of the Plan shall govern the treatment of this Award, which provisions shall supersede any provision of this Agreement (other than Section 3.4(e)) that is inconsistent with such Section 3.6.

		
	(b)
	If Grantee’s Employment is terminated for Cause (as such term is defined in the Employment Agreement), then this Award shall lapse immediately on the Termination Date and any unvested awards shall be forfeited.

		
	(c)
	Notwithstanding Articles 3.2 or 3.3, the Committee in its absolute discretion may consent to vest this Award in whole or in part to the extent it may determine and considers reasonable.

		
	(d)
	Other than as set forth in Articles 3.2 and 3.3, or this Article 3.4, any unvested RSUs or PSUs shall expire upon termination of Employment without any consideration and the Grantee shall have no further rights thereto.

		
	(e)
	Notwithstanding the terms of this Agreement or the terms of Section 3.6 of the Plan, Section 6(i) of the Employment Agreement shall govern the treatment of the Award evidenced by this Agreement, to the extent that such Section 6(i) provides for treatment of such Award that is inconsistent with the terms of this Agreement or Section 3.6 of the Plan.

		
	(f)
	The vesting of any RSU or PSU, and the delivery of any shares of Common Stock, pursuant to Sections 3.2(a), 3.2(b), 3.3(a) or 3.3(b) hereof shall be conditioned on Grantee’s compliance with the conditions set forth in Section 6(g) of the Employment Agreement, and no such RSUs or PSUs shall vest, and no such shares of Common Stock shall be delivered, if such conditions are not satisfied.

Article 4    - Compensation Recoupment Policy
		
	4.1
	This grant is made expressly subject to the Voya Financial, Inc. Compensation Recoupment Policy, as in effect from time to time. 

Article 5    - Various
		
	5.1
	Compliance with U.S. Tax Law.  The Grantee understands and agrees that notwithstanding anything herein to the contrary, this Agreement, and the Award made hereby, shall be administered in accordance with the applicable provisions of the U.S. Internal Revenue 

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Code of 1986, as amended (the “Code”), including but not limited to, Section 409A of the Code. Notwithstanding anything in the Plan to the contrary, any adjustment of the Award granted hereby shall be made in compliance with Section 409A of the Code. The Award granted hereby is intended to comply with Section 409A of the Code and will be administered and interpreted in accordance with that intent. In the event that the Grantee is a “specified employee” (within the meaning of the Treasury Regulations §1.409A‐1(i)) as of the date of the Grantee’s “separation from service” (within the meaning of Treasury Regulations §1.409A‐1(h)) and if, as a result, any shares of Common Stock cannot be delivered, or this Award cannot be paid or provided, in either case in the manner or at the time otherwise provided in Article 3, without subjecting the Grantee to “additional tax”, interest or penalties under Section 409A of the Code, then such shares shall be delivered, or this Award will be paid or provided, on the first day of the seventh month following the Grantee’s separation from service.
		
	5.2
	Delivery of Common Stock or Sale of Common Stock.  Except as otherwise provided above and notwithstanding anything in the Plan to the contrary, shares of Common Stock deliverable in respect of vested RSUs or PSUs, shall be transferred to the brokerage account of the Grantee.  The Grantee shall provide instructions to the Company and to the administrator of the brokerage account during the designated period(s) prior to the relevant Vesting Date or PSU Vesting Date, as applicable, regarding the retention or sale of all or a portion of the delivered shares of Common Stock, including in respect of tax withholding obligations relating to the vested RSUs or PSUs, in each case in accordance with the procedures established by the Company and the administrator of the brokerage account for the provision of such instructions.  If the Grantee fails to provide any such instructions during the designated period(s), the Grantee shall be deemed to have provided instructions to retain all of the delivered shares of Common Stock.  In all cases, however, the Company shall be entitled, at its sole option, to withhold or repurchase (at the market price of such shares at the time of delivery) Common Shares from Grantee in order to satisfy all or a portion of any tax withholding or similar obligations associated with the vesting or delivery of such Common Shares, and such withholding or repurchase by the Company shall be effected in priority to any contrary default provision or instructions provided by Grantee.

		
	5.3
	Dividend Equivalent Rights.  The Grantee has, with respect to all RSUs and PSUs granted hereby, a conditional right to receive amounts equal to the regular cash dividends that would have been paid on the shares of Common Stock deliverable upon vesting of such RSUs and PSUs as if such shares of Common Stock had been delivered on the Grant Date.  Such amounts will be paid in cash, without interest, subject to the same terms and conditions, including but not limited to those related to vesting, forfeiture, cancellation and payment, as apply to such RSUs and PSUs.  The Grantee will have only the rights of a general unsecured creditor of the Company until payment of such amounts is made as specified herein.

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Article 6    - Governing law and Jurisdiction
		
	6.1
	Governing law and jurisdiction. This Agreement shall be governed by and shall be construed in accordance with the laws of the State of New York. The Company and the Grantee irrevocably submit, in respect of any suit, action or proceeding arising out of or relating to or concerning the Plan or the interpretation or enforcement of this Agreement, to the exclusive jurisdiction of any state or federal court located in New York, New York and to be bound by the provisions of Section 3.16 of the Plan.

		
	6.2
	Partial invalidity.  Parties expressly agree that the invalidity or unenforceability of an Article or Articles of this Agreement shall not affect the validity or enforceability of any other Article of this Agreement and that the remainder of this Agreement will remain in full effect. Any such invalid or unenforceable Article shall be replaced or be deemed to be replaced by a provision that is considered to be valid and enforceable. The interpretation of the replacing Article shall be as close as possible to the intent of the invalid or unenforceable Article.

Article 7     - Grantee Covenants
		
	7.1
	In consideration of the Award granted under this Agreement, Grantee agrees to abide by the provisions of Section 7 of the Employment Agreement.

		
	7.2
	The Grantee acknowledges that the Grantee’s agreement to abide by the covenants set forth in Section 7 of the Employment Agreement are a material inducement for the Company to make the Award granted under this Agreement. 

Article 8    - Definitions
		
	8.1
	 “Employment Agreement” shall mean the Employment Agreement, dated as of December 11, 2014, between Voya Financial and Grantee, as amended by the Amendment Agreement, dated as of September 18, 2017.

		
	8.2
	 “Termination Date” shall mean the date upon which Grantee’s Employment with the Company terminates.

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IN WITNESS WHEREOF, each of the parties hereto has signed this Agreement effective as of the date first written above.
 
	
					
	 
	 
	 
	 
	 

	VOYA FINANCIAL, INC.

                                                                        
Name: 
Title:

                                                                        
Name: 
Title:

GRANTEE

                                                                        

	 
	 
	 
	 

	 
	 
	 

[Signature page to Omnibus Plan 2018 Award Agreement]

        

ANNEX A
Performance Period and Performance Goals

Performance Period: January 1, 2018 to December 31, 2020

The performance factor shall be calculated as the weighted average of the three performance factors listed below (weighted as indicated), calculated based on the Company’s results for the performance period on the following three performance measures (calculated in the manner determined by the Compensation and Benefits Committee).  Where a result falls between two results set forth on the tables below, the Performance Factor will be calculated based on straight-line interpolation.

		
	1.
	Adjusted Operating Return on Equity Excluding Unlocking (25%)

	
			
	Result
	 
	Performance Factor

	12.8% or above
	 
	150%

	11.6%
	 
	100%

	10.4%
	 
	50%

	Below 10.4%
	 
	0%

Adjusted Operating Return on Equity Excluding Unlocking for the performance period is calculated based on the weighted average of the annual Adjusted Operating Return on Equity Excluding Unlocking result for each of the two years ended December 31, 2019 and 2020, with each result weighted equally.

		
	2.
	Adjusted Operating Earnings Per Share Excluding Unlocking (25%)

	
			
	Result
	 
	Performance Factor

	$6.04 or above
	 
	150%

	$5.49
	 
	100%

	$4.94
	 
	50%

	Below $4.94
	 
	0%

Adjusted Operating Earnings Per Share Excluding Unlocking for the performance period is calculated based on the weighted average of the annual Adjusted Operating Earnings Per Share Excluding Unlocking result for each of the two years ended December 31, 2019 and 2020, with each result weighted equally.

		
	3.
	 2018-2020 Relative Total Shareholder Return (50%)

	
			
	Result
	 
	Performance Factor

	75th percentile or above
	 
	150%

	50th percentile
	 
	100%

	25th percentile
	 
	25%

	Below 25th percentile
	 
	0%

Relative Total Shareholder Return is measured against a comparison group that includes: Ameriprise Financial, Inc.; Genworth Financial, Inc.; Eaton Vance; Hartford Financial Services Group, Inc.; Invesco; Legg Mason; 

[Annex A –Performance Period and Performance Goals]

Lincoln National Corporation; Manulife; MetLife, Inc.; Principal Financial Group Inc.; Prudential Financial, Inc.; Sun Life; Torchmark Corporation; T Rowe Price; and Unum Group.

The performance factor calculated based on Relative Total Shareholder Return shall not exceed 100% if Total Shareholder Return is less than zero for the performance period.

[Annex A –Performance Period and Performance Goals]Exhibit

Exhibit 10.70

    
Rodney Martin
Chairman and Chief Executive Officer
     Voya Financial
230 Park Avenue
New York, NY 10169

    

Margaret Parent
[HOME ADDRESS]

Dear Maggie,

I am very pleased to extend a contingent offer of employment with Voya Financial. The purpose of this letter is to set forth the provisions of our offer for the position of EVP, Operations, Technology and Innovation.  We ask that the provisions set forth remain confidential and, unless otherwise directed, any questions you have regarding these provisions should be discussed with me.  This offer is contingent upon the approval of the Compensation and Benefits Committee of Voya Financial, Inc.’s Board of Directors on July 27, 2016.

Please note that conditions (e.g. background, references, licenses) for employment are discussed in the “Contingencies” sections below.

Employer Entity: The official name of your employer is Voya Services Company ("Company"). The employer's main office is located at 5780 Powers Ferry Road NW, Atlanta, GA 30327, Phone: (770) 980-5100.

Start Date/Location: Your start date will be mutually agreed upon, per discussion subject to notice period at previous employer.  You will work in the Voya office currently located at 230 Park Avenue, New York, NY 10169.

Base Salary: Your annual base salary will be $575,000, payable semi-monthly on the 15th and last day of each month. If the 15th or last day of the month falls on a day in which banks are closed, you will be paid on the business day before in accordance with the Company’s regular payroll practices.  As an exempt employee, you are not eligible for overtime compensation over 40 hours per week. You will be scheduled for a performance review at our common anniversary date of March 2017, and annually thereafter. The Company reserves the right to review and adjust compensation to reflect what is appropriate for each position and consistent with your performance. No minimum wage allowances will be deducted from your pay.                                                  

Incentive Compensation Plan: You will be eligible to participate in the Incentive Compensation Plan (ICP) starting on your hire date. Your target bonus incentive is 125% of your year-end base salary and you will be eligible for a full-year bonus for performance year 2016. Based on the achievement of business and individual objectives, your actual bonus may be higher or lower than your target bonus. Bonuses are typically paid in March following the conclusion of the performance year. Please note that ICP awards are not guaranteed. The ICP is a discretionary plan and the Company reserves the right to modify or discontinue the terms of the ICP at any time.  

  /s/ MP  Initials
                        

Long-Term Incentive Plan: You will be eligible to participate in the Long-Term Incentive (LTI) Plan starting on your hire date. Your target LTI award grant value will be 140% of your year-end base salary. Based on the achievement of business and individual objectives, your actual grant value may be higher or lower than your target grant value.  LTI awards are typically granted in March following the conclusion of the performance year in a mix of Restricted Stock Units (RSUs) and Performance Stock Units (PSUs). Please note that LTI awards are not guaranteed.  The LTI Plan is a discretionary plan and the Company reserves the right to modify or discontinue the terms of the LTI Plan at any time.  In addition, all awards are subject to approval by the Compensation and Benefits Committee of Voya Financial’s Board of Directors prior to grant and are conditioned upon your execution of the award agreement.  Additional details regarding LTI awards will be provided once you are granted an award.

Stock Ownership Requirements: The Compensation and Benefits Committee of Voya’s Board of Directors recently established Executive Stock Ownership Guidelines for its Leaders Council members and other select leaders.  As a Leaders Council member, you are covered by these Guidelines and will be required to own three times your base salary.  The Guideline must be met within five years of the start of your employment. During the phase-in period, you will be required to retain 50% of the net after-tax shares received upon the vesting of all equity awards granted to you after your hire date (Net Share Retention Requirement).  Following the initial phase-in period, if you at any time fail to meet the Guidelines (either due to sales or due to a declining share price), the Net Share Retention Requirement will be 100%.  Please refer to Voya’s Executive Stock Ownership Guidelines for full details.

One-time Restricted Stock Unit Award: You will receive a one-time Restricted Stock Unit (RSU) award with an initial grant value of $1,400,000 that will vest one-third per year over three years. This award will be granted pursuant to the 2014 Omnibus Employee Incentive Plan, with additional terms and conditions, including a vesting schedule, to be set forth in an award agreement to be entered into between you and the Company. The grant, which is subject to approval by the Compensation and Benefits Committee of Voya’s Board of Directors and conditioned upon your execution of the award agreement, will generally be made within 90 days of your start date subject to Compensation and Benefit Committee approval prior to the grant date.  The number of RSUs granted will be calculated by dividing the grant value by the closing price on the New York Stock Exchange of one share of Company common stock (ticker: VOYA) on the grant date. You will receive more information about this award once your employment has commenced.

Special Restricted Cash Award: You will receive a special restricted cash award totaling $200,000. The award will be payable in two installments: one initial installment of $100,000 payable on or about your first anniversary of hire and the second installment in the amount of $100,000 payable on or about your second anniversary of hire. Payments will be subject to applicable taxes and withholdings.  You must be an active employee on each of the respective anniversary dates in order to receive each of the cash awards.  If you voluntarily terminate or terminate for cause* within 12 months of the respective dates you will be required to repay the respective award amounts.
     * “Cause” is defined as a violation of any law, insubordination, violation of company policies, unsatisfactory attendance or performance, refusal or failure to comply with a change in job conditions, refusal to cooperate with transition or redeployment activities, or a similar act or reason for dismissal that is reasonably  determined by the Company, in its sole discretion, to constitute cause.

Deferred Compensation Savings Plan: You will be eligible to participate in the Company’s Deferred Compensation Savings Plan (DCSP) effective on your date of hire. If you would like to receive a copy of the plan details and enrollment materials please contact Paula Ward at (770) 933-3639. You must return your enrollment forms to the benefits department within 30 days of your date of hire to participate in the calendar 

  /s/ MP  Initials
                        

year 2016. Deferral elections will begin as soon as administratively possible once you have received an approval confirmation.
    
Pension Plan: You will be eligible to participate in the Voya Retirement Plan (“Pension Plan”). The Pension Plan is a defined benefit retirement plan that is funded by the Company and does not require employee contributions. Eligible employees, (generally, any part-time or full time employees excluding temporaries) will enter the Pension Plan on their date of hire and will accrue benefits under a cash balance pension formula which credits an amount equal to 4% of your eligible pay to a notional account each month. Interest  is credited monthly based on a 30 year U.S. Treasury securities bond rate published by the IRS in the preceding August of each year. You are vested in this benefit after three calendar years of employment in which you work at least 1000 hours per calendar year. For more information regarding this benefit please consult the Retirement Plan Summary Plan Description found on Voya 360°. Once you have received your first pay check you can go on-line at www.yourbenefitsresources.com/voya and view your pension benefits.  

401(k) Savings Plan: Under the Voya 401(k) Savings Plan (“Savings Plan”), the Company will match 100% of the first 6% of eligible compensation that you contribute to the Savings Plan, subject to IRS limitations. You may enroll in the Savings Plan as soon as the plan administrator receives your payroll data (usually 1 week of your hire date). If you do not actively enroll or waive enrollment within your first 60 days of employment, you will be automatically enrolled in the Savings Plan with a pre-tax contribution rate equal to 3% of your eligible compensation and your contribution rate will automatically be increased by 1% each March until it reaches 6%. You may change your contribution rate and investment elections at any time. The Company’s matching contributions are made when your contributions are made. The Savings Plan also accepts rollovers from any other qualified plan at any time. You will receive additional information about the Savings Plan, including investment options and enrollment instructions shortly after your date of hire.  

Welfare Benefits: The Company offers flexible benefits plans that you can use to build a benefits package that meets your needs (e.g., medical, dental, vision, life insurance, etc.). Basic company-provided benefits become effective immediately on your date of hire. Elective benefits such as medical, dental, vision and other supplemental coverage options, become effective upon your date of hire provided you make your elections within 30 days of your hire date. Detailed benefits information is located on Voya 360° and a personalized worksheet with instructions on how to enroll in benefits will be mailed to you at your home address as soon as you come on board.

Employee Stock Purchase Plan:  The Company offers an Employee Stock Purchase Plan (ESPP), which is a tax-qualified plan under which eligible employees can purchase Voya stock at a discount to the market price.  You will receive more information about Voya’s ESPP shortly after your hire date.

Paid Time-Off (PTO) Bank: Under current Company policy, you will earn an annual PTO Bank of 224 hours (28 days) plus 5 days per agreement. The PTO Bank shall be used for absences for vacation, personal time, family illness and individual sick days.

Management Development Program: Within 30 days of employment, you will be automatically enrolled in the Management Development Program (MDP) offered through the Company. The MDP is a series of online, virtual and classroom courses covering topics such as coaching, performance management, change management and situational leadership, which will quickly bring you up to speed and set you up for success as a manager. Once enrolled, you can select the date and time for each class that best fits into your schedule. For more information on this great program, please see the section "Manager of Individuals" on the pre-boarding site.  

  /s/ MP  Initials
                        

Changes to Benefit Programs: The benefit programs described on the Company’s pre-boarding site may be changed by the Company, in whole or in part, at any time, with or without notice to you. Your participation in any benefit programs does not ensure your continued employment or the right to any benefits, except as specifically provided in any Company benefit plan.

Worker’s Compensation Insurance Carrier Information: Workers’ Compensation Insurance Carrier: AIG, P.O. Box 1821, Alpharetta, GA 30023-1821 - Telephone: 800-448-9707. For any inquiries regarding Benefits and Pay please contact Voya, 5780 Powers Ferry Road, Atlanta, GA 30327 - HR - (800) 555-1899.

Fingerprinting: Fingerprinting may be required for certain employees in order to comply with government agency rules and regulations. If you are subject to the fingerprinting requirement, further information will be provided to you.

Confidentiality of Information: In the performance of your duties on behalf of the Company, you will have access to, receive and be entrusted with confidential information regarding the Company, its affiliates and their clients. All such confidential information is to be held in strictest confidence and, except in the performance of your duties on behalf of the Company, you shall not directly or indirectly disclose or use any such confidential information. This information shall be and remain the Company’s sole and exclusive property. Upon termination of your employment, or whenever requested by the Company, you shall promptly deliver to the Company any and all confidential information or other Company property in your possession or under your control.

Contingencies:  This offer is contingent upon: (i) verification of your references; (ii) successful completion of a background check; (iii) successful passing of a pre-employment drug screening test; (iv) verification of your eligibility to work in the U.S.; (v) execution of the Mutual Agreement to Arbitrate Claims; and (vi) if applicable, successful completion of the U-4 application.  Federal law requires all new employees to demonstrate their identity and authorization to work in this country by presenting documents listed on the Employment Eligibility Verification Form I-9.  The Mutual Agreement to Arbitrate Claims is an agreement between you and the Company to resolve disputes through arbitration.

Employment at Will: This letter is not intended to create an employment contract, and the terms and conditions of your employment may be changed at the Company’s discretion. Employment with the Company is on an at-will basis. This means that you are not employed for any set period of time, and you or the Company may terminate your employment at any time, for any reason.

Day One Onboarding
Time: 9:00 a.m.
Location: 230 Park Avenue, New York NY

Parking/Entry: Parking is not available. Please enter through the front entrance of the building. Please be sure to bring an official ID (license/passport/student ID, etc.) in order to obtain your employee ID badge.

Getting Started: The enclosed materials include information that will assist with your onboarding. Please review the Welcome to Voya document for information about the documents and types of identification you must bring on your first day to complete your I-9. The Day One Coordinator will be there shortly after you arrive to assist you with the orientation process, which includes all new hire paperwork. 

**** Please note that your I-9 form can be completed by an authorized representative prior to your start date. The I-9 form must be completed with an authorized representative and received on or

  /s/ MP  Initials
                        

 within 72 hours after your start date with Voya. Please send the I-9 form along with your signed offer letter to the Windsor office upon completion. 

These forms need to be completed and mailed to the attention of:

Voya Financial
One Orange Way
Windsor, CT 06095
HR Talent Acquisition

In addition to your Day One Onboarding, you will be required to attend Orange Beginnings, additional orientation sessions designed to bring you up to speed on company businesses, benefits, tools and training requirements. These sessions will be held the Wednesday following your hire date. Attendance for these sessions is required, and will be documented. Detailed information regarding these orientation sessions will be provided to you via Outlook Calendar.

We are pleased to present the contingent offer above. Please indicate your acceptance with the terms of this letter by signing below and returning one signed copy to me within three (3) days via email (Rodney.Martin@voya.com). Please contact me directly if you have any questions at (212) 309 - 5992.  We look forward to having you as part of the Voya Team.

Sincerely,

Rodney Martin
Chairman and Chief Executive Officer
 
Cc: Kevin Silva, Chief Human Resources Officer

Enclosures

Acknowledgement of pay information
I acknowledge that the section “Base Salary” has notified me of my pay rate, overtime rate (if eligible), allowances, and designated pay day on the date given below.

I acknowledge this pay information has been given to me in English because it is my primary language.

If my primary language is Chinese, Haitian-Creole, Korean, Polish, Russian, Spanish or other, I will notify HR so that this pay information may be provided in my primary language.

Agreed to and accepted by:

/s/ Margaret Parent                                      7/18/2016
Signature                    Date

  ____  Initials

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