Mondelez 2014 Annual Report Download - page 193

6.2. Employment Status . This Plan does not constitute a contract of employment or impose on the Participant, the Company or the Participant’s
Employer any obligation to retain the Participant as an employee, to change the status of the Participant’s employment as an “at will” employee,
or to change the Mondelēz Group’s policies regarding termination of employment.
6.3. Tax Withholding . The Employer may withhold from any amounts payable under this Plan such taxes as shall be required to be withheld
pursuant to any applicable law or regulation as determined by the Employer in its sole discretion.
6.4. Validity and Severability
. The invalidity or unenforceability of any provision of the Plan shall not affect the validity or enforceability of any
other provision of the Plan, which shall remain in full force and effect, and any prohibition or unenforceability in any jurisdiction shall not
invalidate or render unenforceable such provision in any other jurisdiction.
6.5. Governing Law . The validity, interpretation, construction and performance of the Plan shall in all respects be governed by the laws of the
Commonwealth of Virginia, without reference to principles of conflict of law.
6.6. Section 409A of the Code . The Plan shall be interpreted, construed and operated to reflect the intent of the Company that all aspects of the
Plan shall be interpreted either to be exempt from the provisions of Section 409A of the Code or, to the extent subject to Section 409A of the
Code, comply with Section 409A of the Code. Notwithstanding anything to the contrary in Section 5.2, this Plan may be amended at any time,
without the consent of any Participant, to avoid the application of Section 409A of the Code in a particular circumstance or to the extent
determined necessary or desirable to satisfy any of the requirements under Section 409A of the Code, but the Employer shall not be under any
obligation to make any such amendment. Nothing in the Plan shall provide a basis for any person to take action against the Employer based on
matters covered by Section 409A of the Code, including the tax treatment of any amount payable under the Plan, and the Employer shall not
under any circumstances have any liability to any Participant or other person for any taxes, penalties or interest due on amounts paid or payable
under the Plan, including taxes, penalties or interest imposed under Section 409A of the Code.
6.7 Claim Procedure . If an individual makes a written request alleging a right to receive Separation Benefits under the Plan or alleging a right to
receive an adjustment in benefits being paid under the Plan, the Company shall treat it as a claim for benefits. All claims for Separation Benefits
under the Plan shall be sent to the General Counsel of the Company and must be received within 30 days after the Date of Termination. If the
Company determines that any individual who has claimed a right to receive Separation Benefits under the Plan is not entitled to receive all or a
part of the benefits claimed, it will inform the claimant in writing of its determination and the reasons therefore in terms calculated to be
understood by the claimant. The notice will be sent within 90 days of the written request, unless the Company determines additional time, not
exceeding 90 days, is needed and provides the claimant with notice, during the initial 90-
day period, of the circumstances requiring the extension
of time and the length of the extension. The notice shall make specific reference to the pertinent Plan provisions on which the denial is
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