Medical

Keep in mind:

• The way you pay: If, in the event you need medical care, you'd prefer to have lower medical contribution amounts deducted from your pay but have higher cost-sharing amounts apply (i.e., deductible and coinsurance), consider a coverage option that’s paired with an HSA—the $2,000 or $3,500 Deductible option under the Mondelēz Global Medical Plan (Medical Plan). If you’d rather pay more in medical contributions to keep your potential cost-sharing amounts lower if/when you need medical care, consider the $500 Deductible option.
• Where you get care: You can pay less in medical contributions from your pay if you select a coverage option with a smaller group of providers called a select network (if offered by a carrier in your area). If you prefer a larger selection of providers, consider an option with a broad network instead. In either case, it’s always most cost effective to receive care from an in-network provider. Confirm your provider’s network participation by using the provider look-up tool on MyBenefits Online―especially since network participation can change over time. It’s also good to confirm network participation directly with your provider before you receive services.
• Special coverage needs: Consider the specific care you or your family members may need (for example, regular check-ups with a specialty provider). To understand how the carriers will cover your care, use their cost look-up tools on MyBenefits Online.
• Processes and standards vary by carrier: Two carriers may treat a covered service differently when making a benefit determination. As a result, how services are covered and what you may pay can vary across carriers. Also, carriers might adjust costs for certain services (for example, negotiated rates for certain covered services and telemedicine costs) from year to year. If you have questions about how a specific service is covered, contact the carrier directly.

Dental and Vision

Keep in mind:

• You have two dental coverage options: In addition to offering coverage for preventive, basic, and major dental care services, one of the options offers coverage for orthodontia services. Consider which will best meet your needs.
• If you or your family members need vision care: Vision coverage for exams and eyewear may be right for you.

Key points to keep in mind:

• Maximize your health care savings potential (if eligible): Take advantage of the Health Savings Account’s (HSA’s) triple-tax advantage—contribute (and build upon HSA matching contributions from the Company if eligible); pay for eligible medical, prescription drug, dental, and vision expenses; and earn interest/investment returns—all tax-free. Remember, an HSA is paired with the Medical Plan’s $2,000 or $3,500 Deductible option.
• Think through the potential tax savings of contributing to the Flexible Spending Accounts (FSAs): If you’re a new hire, note that any amount you may have contributed to an FSA since January 1, 2025 (prior to your employment with the Company) will count toward the annual contribution limits that apply to the FSAs. If you decide to participate in an FSA, plan carefully. By law, you'll forfeit any amount for the year left in your FSA after the claims submission window ends on March 31, 2026.
• Consider whether additional disability, life, and accident protection makes sense for you: Understand what you receive automatically from the Company, and the options you have to purchase additional coverages. If you’re a new hire, you have a one-time opportunity to elect certain Optional Life Insurance coverage amounts without having to provide Evidence of Insurability (EOI). When you first enroll and during Annual Enrollment, be sure you review your beneficiaries and update them if needed.
• Don't wait to start thinking about your financial well-being and future financial security: The 401(k) Savings Plan can help you meet your goals. If you’re a new hire, automatic enrollment applies at the time you’re first eligible, unless you actively make a different election. You can opt out, increase, or decrease your contribution rate; and change your investment elections at any time.

Enroll during new hire or Annual Enrollment:

• Critical Illness Insurance: Provides additional financial assistance when you or a covered family member are diagnosed with a covered illness.
• Hospital Indemnity Insurance: Provides a benefit payment if you or a covered family member is hospitalized.
• Accident Insurance: Offers a benefit payment to help with unexpected expenses if you or a covered family member receive covered treatments for an accidental injury.
• Identity Theft Protection: Helps you keep your personal information and identity safe.
• Group Legal Services Plan: Offers assistance for a variety of covered legal matters, including wills and estate planning.

Participate any time throughout the year:

• Auto and Homeowners Insurance: Offers coverage for your car and home, including renters and liability insurance.
• Pet Insurance: Helps cover the cost of your pet's injuries and illnesses.
• Commuter Benefits Program: Enables you to pay for your eligible transit and parking expenses commuting to and from work—tax free.
• Discount Program: Offers exclusive discounts on everyday products and services through PlumBenefits.
• KinderCare: Offers discounted rates for full-time, part-time, and drop-in care at a KinderCare center or Champions location.

Key points to keep in mind:

• Have you considered the added financial protection from Critical Illness, Hospital Indemnity Insurance, and Accident Insurance? How about the ways you might take advantage of other voluntary coverages such as those through Auto and Homeowners Insurance, Identity Theft Protection, and the Group Legal Services Plan? If you have a pet, don't forget there’s Pet Insurance available for your pet's health too.
• Other Programs: Don’t forget the variety of other Programs and Policies that are in place to help support The Right You. These include a Commuter Benefit Program and a Discount Program through PlumBenefits; child care discounts through KinderCare; a Paid Time Off (PTO)/Vacation Policy, Adoption and Surrogacy Assistance Policies, an Education Assistance Policy, and a Scholarship Program.
• The Contact Info & Apps page includes how to access the websites for each of the above carriers/benefit vendors—where you can find additional details. For information about the PTO/Vacation, Adoption and Surrogacy Assistance, and Education Assistance Policies as well as the Scholarship Program, see the Employee Center (these can vary across the Company).

Key points to keep in mind:

• Consider using the well-being tools and resources: The Right You's initiatives are designed to support all three pillars of well-being—Mind, Body, and Connection.
• Lean on the support available through the Employee Assistance Program (EAP): There are a variety of support resources the EAP provides to help you balance family, work, and personal needs.

• Eligibility and coverage: To confirm your eligibility and the coverage options available to you, go to MyBenefits Online.
• Dependent verification: You’re responsible for ensuring that each dependent you enroll for MDLZ-sponsored medical, dental, and/or vision coverage meets the eligibility requirements at all times. The “Your Guide to the Mondelēz Global LLC Group Benefits Plan” details dependent eligibility (access the Guide in the Reference Center on MyBenefits Online).
• Tobacco user surcharge: You’ll pay an additional $100 monthly surcharge if you (not your covered dependents) use tobacco products of any kind, no matter how frequent the use. You’ll pay less if you don’t use tobacco products (you’re asked to certify your tobacco-use status when you enroll, and penalties apply if you don’t truthfully report your tobacco-use status).