Document:

KRAFT FOODS GROUP, INC. CHANGE IN CONTROL PLAN

 Exhibit 10.7 
 KRAFT FOODS GROUP, INC. 
 CHANGE IN CONTROL PLAN FOR KEY EXECUTIVES 

ADOPTED: OCTOBER 2, 2012 

 KRAFT FOODS GROUP, INC.

 CHANGE IN CONTROL PLAN FOR KEY
EXECUTIVES 
 1. Definitions 
 For purposes of the Change in Control Plan for Key Executives, the following terms are defined as set forth below (unless the context clearly indicates otherwise): 

 

			
	Affiliate	  	Any entity controlled by, controlling or under common control with the Company.
		
	Annual Base Salary	  	Twelve times the higher of (i) the highest monthly base salary paid or payable to the Participant by the Company and its Affiliates in respect of the twelve-month period immediately
preceding the month in which the Change in Control occurs, or (ii) the highest monthly base salary in effect at any time thereafter, in each case including any base salary that has been earned and deferred.
		
	Board	  	The Board of Directors of the Company.
		
	Annual Incentive Award Target	  	The annual incentive award that the Participant would receive in a fiscal year under the Management Incentive Plan or any comparable annual incentive plan if the target goals are
achieved.
		
	Cause	  	As defined in Section 3.2(b)(i) of this Plan.
		
	Change in Control	  	 “Change in Control” means the occurrence of any of the following events: (A) Acquisition of 20% or more of the
outstanding voting securities of the Company by another entity or group; excluding, however, the following:
  
 (1) any acquisition by the Company or any of its Affiliates;
  
 (2) any acquisition by an employee benefit plan or related trust sponsored or maintained by the Company or any of its Affiliates; or

 
 (3) any acquisition pursuant to a merger or consolidation described in clause (C) of
this definition.
  
 (B) During any consecutive 24 month period, persons who
constitute the Board at the beginning of such period cease to constitute at least 50% of the Board; provided that each new Board member who is approved by a majority of the directors who began such 24 month period shall be deemed to have been a
member of the Board at the beginning of such 24 month period;
  
 (C) The
consummation of a merger or consolidation of the Company with another company, and the Company is not the surviving company; or, if after such transaction, the other entity owns, directly or indirectly, 50% or more of the outstanding voting
securities of the Company; excluding, however, a transaction pursuant to which all or substantially all of the

  
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		    	 individuals or entities who are the beneficial owners of the outstanding voting securities of the Company immediately prior
to such transaction will beneficially own, directly or indirectly, more than 50% of the combined voting power of the outstanding securities entitled to vote generally in the election of directors (or similar persons) of the entity resulting from
such transaction (including, without limitation, an entity which as a result of such transaction owns the Company either directly or indirectly) in substantially the same proportions relative to each other as their ownership, immediately prior to
such transaction, of the outstanding voting securities of the Company; or
  

(D) The consummation of a plan of complete liquidation of the Company or the sale or disposition of all or substantially all of the Company’s assets,
other than a sale or disposition pursuant to which all or substantially all of the individuals or entities who are the beneficial owners of the outstanding voting securities of the Company immediately prior to such transaction will beneficially own,
directly or indirectly, more than 50% of the combined voting power of the outstanding securities entitled to vote generally in the election of directors (or similar persons) of the entity purchasing or acquiring the Company’s assets in
substantially the same proportions relative to each other as their ownership, immediately prior to such transaction, of the outstanding voting securities of the Company.
  

For the avoidance of doubt, the separation of the Company from Kraft Foods Inc. shall not be considered a Change in Control.

		
	Code	    	The Internal Revenue Code of 1986, as amended from time to time.
		
	Committee	    	The Board’s Compensation Committee or a subcommittee thereof, any successor thereto or such other committee or subcommittee as may be designated by the Board to
administer the Plan.
		
	Company	    	Kraft Foods Group, Inc., a corporation organized under the laws of the Commonwealth of Virginia, or any successor thereto.
		
	Date of Termination	    	If the Participant’s employment is terminated by:
			
		    	 (i)
	  	The Employer for Cause or by the Participant for Good Reason, the Date of Termination shall be the date on which the Participant or the Employer, as the case may be, receives the
Notice of Termination (as described in Section 3.2(c)) or any later date specified therein, as the case may be.
			
		    	 (ii)
	  	The Employer other than for Cause, death or Disability, the Date of Termination shall be the date on which the Employer notifies the Participant of such
termination.
			
		    	 (iii)
	  	Reason of death or Disability, the Date of Termination shall be the date of death of the Participant or the Disability Effective Date, as the case may be.
		
		    	Notwithstanding the above, in the event that the Date of Termination as determined above is not the last date on which the Participant is employed by the Employer, the
Participant’s Date of Termination shall be the last date on which the Participant is employed by the Employer.

  
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	Disability	  	As defined in Section 3.2(b) (ii).
		
	 Disability Effective

Date
	  	As defined in Section 3.2(b) (ii).
		
	Effective Date	  	October 2, 2012.
		
	Employer	  	The Company or any of its Affiliates.
		
	Excise Tax	  	The excise tax imposed by Section 4999 of the Code, together with any interest or penalties imposed with respect to such excise tax.
		
	Good Reason	  	As defined in Section 3.2(a).
		
	Key Executive	  	An employee who is employed on a regular basis by the Employer and (i) is serving as the Company’s Executive Chairman and/or Chief Executive Officer, (ii) is serving
in a position that reports directly to the Company’s Executive Chairman and/or Chief Executive Officer (“Direct Reports”) or (ii) is otherwise designated by the Committee as eligible to participate in this Plan.
		
	Long-Term Incentive Plan Award Target	  	The long-term award that the Participant would receive during a performance cycle under the Long-Term Incentive Plan or any comparable incentive plan if the target goals specified
under the Long-Term Incentive Plan or such comparable incentive plan are achieved.
		
	Net After-Tax Benefit	  	The present value (as determined in accordance with Sections 280G(b)(2)(A)(ii) and 280G(d)(4) of the Code) of a Participant’s Payments less any Federal, state, and local income
taxes and any Excise Tax payable on such amount.
		
	Non-Competition Agreement	  	The agreement of a Participant, not to, without the Company’s prior written consent, engage in any activity or provide any services, whether as a director, manager, supervisor,
employee, adviser, consultant or otherwise, for a period of up to one (1) year following the Participant’s Date of Termination, with a company that is substantially competitive with a business conducted by the Company and its
Affiliates.
		
	Non-Solicitation Agreement	  	The agreement of a Participant that he or she will not solicit, directly or indirectly, any employee of the Company or an Affiliate, or a surviving entity following a Change in
Control, to leave the Company or an Affiliate and to work for any other entity, whether as an employee, independent contractor or in any other capacity, for a period of up to one (1) year following the Participant’s Date of
Termination.
		
	Non-U.S. Executive	  	A Key Executive whose designated home country, for purposes of the Employer’s personnel and benefits programs and policies, is other than the United
States.

  
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	Participant	  	A Key Executive who meets the eligibility requirements of Section 2.1; provided, however, that any Non-U.S. Executive who, under the laws of his or her designated home country or
the legally enforceable programs or policies of the Employer in such designated home country, is entitled to receive, in the event of termination of employment (whether or not by reason of a Change in Control), separation benefits at least equal in
aggregate amount to the Separation Pay prescribed under Section 3.3(b), of this Plan shall not be considered a Participant for the purposes of this Plan.
		
	Payment	  	Any payment or distribution in the nature of compensation (within the meaning of Section 280G (b) (2) of the Code) to or for the benefit of the Participant, whether paid or
payable pursuant to this Plan or otherwise.
		
	Plan	  	The Kraft Foods Group, Inc. Change in Control Plan for Key Executives, as set forth herein.
		
	Plan Administrator	  	The third-party accounting, actuarial, consulting or similar firm retained by the Company prior to a Change in Control to administer this Plan following a Change in
Control.
		
	Separation Benefits	  	The amounts and benefits payable or required to be provided in accordance with Section 3.3 of this Plan.
		
	Separation Pay	  	The amount or amounts payable in accordance with Section 3.3(b) of this Plan.
		
	Separation Pay Multiple	  	 For a Participant who served as Executive Chairman and/or Chief Executive Officer immediately prior to the Change in Control, the
Separation Pay Multiple is three (3).
  
 For a Participant who served as a
Direct Report immediately prior to the Change in Control, the Separation Pay Multiple is two (2).
  
 For all other Participants, the Separation Pay Multiple is one and one-half (1.5).

		
	U.S. Executive	  	A Participant whose designated home country, for purposes of the Employer’s personnel and benefits programs and policies, is the United States.

 2. Eligibility 
 2.1. Participation. Except as set forth in the definition of Participant above, each employee who is a Key Executive on the Effective Date shall be a Participant in the Plan effective as of the
Effective Date and each other employee shall become a Participant in the Plan effective as of the date of the employee’s promotion, hire or other designation as a Key Executive. 

  
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 2.2. Duration of Participation. A Participant shall cease to be a Participant in the Plan if
(i) the Participant terminates employment with the Employer under circumstances not entitling him or her to Separation Benefits or (ii) the Participant otherwise ceases to be (or to be designated) a Key Executive, provided that no Key
Executive may be so removed from Plan participation in connection with or in anticipation of a Change in Control that actually occurs. However, a Participant who is entitled, as a result of ceasing to be (or to be designated) a Key Executive of the
Employer, to receive benefits under the Plan shall remain a Participant in the Plan until the amounts and benefits payable under the Plan have been paid or provided to the Participant in full. 

3. Separation Benefits 
 3.1. Right to
Separation Benefits. A Participant shall be entitled to receive from the Employer the Separation Benefits as provided in Section 3.3, if a Change in Control has occurred and the Participant’s employment by the Employer is terminated
under circumstances specified in Section 3.2(a), whether the termination is voluntary or involuntary, and if (i) such termination occurs after such Change in Control and on or before the second anniversary thereof, or (ii) such
termination is reasonably demonstrated by the Participant to have been initiated by a third party that has taken steps reasonably calculated to effect a Change in Control or otherwise to have arisen in connection with or in anticipation of such
Change in Control and such Change in Control occurs within 90 days of the termination. Termination of employment shall have the same meaning as “separation from service” within the meaning of Treasury Regulation § 1.409A-1(h).

 3.2. Termination of Employment. 
  

	(a)	Terminations which give rise to Separation Benefits under this Plan. The circumstances specified in this Section 3.2(a) are any termination of
employment with the Employer by action of the Company or any of its Affiliates or by a Participant for Good Reason, other than as set forth in Section 3.2(b) below. For purposes of this Plan, “Good Reason” shall mean:

  

	 	(i)	the assignment to the Participant of any duties substantially inconsistent with the Participant’s position, authority, duties or responsibilities in effect
immediately prior to the Change in Control, or any other action by the Company or the Employer that results in a marked diminution in the Participant’s position, authority, duties or responsibilities, excluding for this purpose:

  

	 	a.	changes in the Participant’s position, authority, duties or responsibilities which are consistent with the Participant’s education, experience, etc.;

  

	 	b.	an isolated, insubstantial and inadvertent action not taken in bad faith and that is remedied by the Company and/or the Employer promptly after receipt of notice
thereof given by the Participant; 

  

	 	(ii)	any material reduction in the Participant’s base salary, annual incentive or long-term incentive opportunity as in effect immediately prior to the Change in
Control; 

  
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	 	(iii)	the Employer requiring the Participant to be based at any office or location other than any other location which does not extend the Participant’s home to work
commute as of the time of the Change in Control by more than 50 miles; 

  

	 	(iv)	the Employer requiring the Participant to travel on business to a substantially greater extent than required immediately prior to the Change in Control; or

  

	 	(v)	any failure by the Company to require any successor (whether direct or indirect, by purchase, merger, consolidation or otherwise) to all or substantially all of the
business and/or assets of the Company to assume expressly and agree to perform this Plan in the same manner and to the same extent that the Company or the Employer would be required to perform it if no such succession had taken place, as required by
Article 5. 

 The Participant must notify the Company of any event purporting to constitute Good Reason within 45 days following
the Participant’s knowledge of its existence, and the Company or the Employer shall have 20 days in which to correct or remove such Good Reason, or such event shall not constitute Good Reason. 

 

	(b)	Terminations which DO NOT give rise to Separation Benefits under this Plan. Notwithstanding Section 3.2(a), if a Participant’s employment is
terminated for Cause or Disability (as those terms are defined below) or as a result of the Participant’s death, or the Participant terminates his or her own employment other than for Good Reason, the Participant shall not be entitled to
Separation Benefits under the Plan, regardless of the occurrence of a Change in Control. 

  

	 	(i)	A termination for “Cause” shall have occurred where a Participant is terminated because of: 

 

	 	a.	Continued failure to substantially perform the Participant’s job’s duties (other than resulting from incapacity due to disability); 

 

	 	b.	Gross negligence, dishonesty, or violation of any reasonable rule or regulation of the Company or the Employer where the violation results in significant damage to the
Company or the Employer; or 

  

	 	c.	Engaging in other conduct which adversely reflects on the Company or the Employer in any material respect. 

 

	 	(ii)	A termination upon Disability shall have occurred where a Participant is absent from the Participant’s duties with the Employer on a full-time basis for 180
consecutive days as a result of incapacity due to mental or physical illness which is determined to be total and permanent by a physician selected by the Company or its insurers and acceptable to the Participant or the Participant’s legal
representative. In such event, the Participant’s employment with the Employer shall terminate effective on the 30th day after receipt of such notice by the Participant (the “Disability Effective Date”), provided that, within the 30
days after such receipt, the Participant shall not have returned to full-time performance of the Participant’s duties. 

  
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	(c)	Notice of termination. Any termination of employment initiated by the Employer for Cause, or by the Participant for Good Reason, shall be communicated by
a Notice of Termination to the other party. For purposes of this Plan, a “Notice of Termination” means a written notice which (i) indicates the specific termination provision in this Plan relied upon, (ii) to the extent
applicable, sets forth in reasonable detail the facts and circumstances claimed to provide a basis for termination of the Participant’s employment under the provision so indicated, and (iii) specifies the date upon which the
Participant’s termination of employment is expected to occur (which date shall be not more than 30 days after the giving of such notice), provided, however, that such specified date shall not be considered the Date of Termination for any
purpose of this Plan if such date differs from the Participant’s actual Date of Termination. The failure by the Participant or the Employer to set forth in the Notice of Termination any fact or circumstance which contributes to a showing of
Good Reason or Cause shall not waive any right of the Participant or the Employer, respectively, hereunder or preclude the Participant or the Employer, respectively, from asserting such fact or circumstance in enforcing the Participant’s or the
Employer’s rights hereunder. 

 3.3. Separation Benefits. If a Participant’s employment is terminated under the
circumstances set forth in Section 3.2(a) entitling the Participant to Separation Benefits, and if the Participant signs a Non-Competition Agreement and a Non-Solicitation Agreement, the Company shall pay or provide, as the case may be, to the
Participant the amounts and benefits set forth in items (a) through (e) below (the “Separation Benefits”): 
  

	(a)	The Employer shall pay to the Participant, in a lump sum in cash within 30 days after the Date of Termination (or, if later, 30 days after the date of the Change in
Control), or on such later date as required under Section 3.3(g), the sum of (A) the Participant’s Annual Base Salary through the Date of Termination to the extent not theretofore paid, (B) the product of (x) the
Participant’s Annual Incentive Award Target and (y) a fraction, the numerator of which is the number of days in the current fiscal year through the Date of Termination and the denominator of which is 365, (C) the product of
(x) the Participant’s Long-Term Incentive Award Target and (y) a fraction, the numerator of which is the number of days completed in the applicable performance cycle through the Date of Termination and the denominator of which is the
total number of days in the performance cycle, and (D) any accrued vacation pay, in each case to the extent not theretofore paid. The sum of the amounts described in sub clauses (A), (B), (C) and (D), shall be referred to as the
“Accrued Obligations”, and, in the case of the amounts described in sub clauses (B) and (C), shall be reduced by any amount paid or payable under the Kraft Foods Group, Inc. 2012 Performance Incentive Plan on account of the same
fiscal year or performance cycle, as applicable. 

  

	(b)	The Employer also shall pay to the Participant, in a lump sum in cash within 30 days after the Date of Termination (or, if later, 30 days after the date of the Change
in Control), or on such later date as required under Section 3.3(g), an amount (“Separation Pay”) equal to the product of (A) the applicable Separation Pay Multiple and (B) the sum of (x) the Participant’s Annual
Base Salary and (y) the Participant’s Annual Incentive Award Target, reduced (but not below zero) in the case of any Participant who is a Non-U.S. Executive 

  
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by the U.S. dollar equivalent (determined as of the Participant’s Date of Termination) of any payments made to the Participant under the laws of his or her designated home country or any
program or policy of the Employer in such country on account of the Participant’s termination of employment. 

  

	(c)	Solely with respect to U.S. Participants, for a number of years equal to the applicable Separation Pay Multiple after the Participant’s Date of Termination (or, if
later, the date of the Change in Control), or such longer period as may be provided by the terms of the appropriate plan, program, practice or policy, the Employer shall continue welfare benefits to the Participant and/or the Participant’s
family at least equal to those which would have been provided to them in accordance with the plans, programs, practices and policies (including, without limitation, medical, prescription, dental, disability, employee/spouse/child life insurance,
executive life, estate preservation (second-to-die life insurance) and travel accident insurance plans and programs), as if the Participant’s employment had not been terminated, or, if more favorable to the Participant, as in effect generally
at any time thereafter with respect to other peer executives of the Company and its Affiliates and their families; provided, however, that if the Participant becomes reemployed with another employer and is eligible to receive medical or other
welfare benefits under another employer-provided plan, the medical and other welfare benefits described herein shall be secondary to those provided under such other plan during such applicable period of eligibility. The period of continuation of any
group medical plan coverage under Section 4980B of the Code (the “COBRA Period”) shall run concurrently during the period for which medical coverage is provided to the Participant pursuant to this Section 3.3(c). The provision of
medical coverage made during the COBRA Period is intended to qualify for the exception to deferred compensation as a medical benefit provided in accordance with the provisions of Section 409A of the Code and Treasury Regulation
§1.409A-1(b)(9)(v)(B). Any reimbursements required to be made to a Participant under any arrangement pursuant to this Section 3.3(c) that is not described in the preceding sentence or is not excepted from Section 409A of the Code
under Treasury Regulation § 1.409A-1(a)(5) shall be made to the Participant no later than the end of the Participant’s second taxable year following the expense being reimbursed was incurred. The maximum amount of any such welfare benefits
provided to a Participant under this provision in any calendar year shall not be increased or decreased to reflect the amount of such welfare benefits provided to such Participant under this provision in a prior or subsequent calendar year. For
purposes of determining the Participant’s eligibility for retiree benefits pursuant to such welfare plans, practices, programs and policies, the Participant shall be considered to have remained employed for a number of years equal to the
applicable Separation Pay Multiple after the Date of Termination; provided, however, that the Participant’s commencement of such retiree benefits shall not be any sooner than the date on which the Participant attains 55 years of age and
provided, further, that the Participant’s costs under any such retiree benefits plans, practices, programs or policies shall be based upon actual service with the Company and its Affiliates. 

 

	(d)	 The Employer shall, at its sole expense, provide the Participant with outplacement services through the provider of the Company’s choice, the
scope of which shall be chosen by the Participant in his or her sole discretion within the terms and conditions of the Company’s 

  
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outplacement services policy as in effect immediately prior to the Change in Control, but in no event shall such outplacement services continue for more than two years after the calendar year in
which the Participant terminates employment. 

  

	(e)	The Employer shall, for a number of years equal to the applicable Separation Pay Multiple after the Participant’s Date of Termination, or after the Change in
Control, if later, or such longer period as may be provided by the terms of the appropriate perquisite, continue the perquisites at least equal to those which would have been provided to them in accordance with the perquisites in effect immediately
prior to the Change in Control; provided, however, that the maximum value of perquisites provided to a Participant under this provision in any calendar year shall not be increased or decreased to reflect the value of perquisites provided to such
Participant under this provision in a prior or subsequent calendar year. Any reimbursements to a Participant for costs associated with such continued perquisites shall be made no later than the end of the Participant’s second taxable year
following the date the Participant incurred such cost. This clause does not apply to personal use of the Company aircraft to the extent that this perquisite is in effect for any Key Executive immediately prior to the Change in Control.

  

	(f)	To the extent not theretofore paid or provided, the Employer shall pay or provide to the Participant, at the time otherwise payable, any other amounts or benefits
required to be paid or provided or that the Participant is eligible to receive under any plan, program, policy or practice or contract or agreement of the Company and its Affiliates. 

 

	(g)	Notwithstanding the foregoing, if the Participant is a “specified employee” within the meaning of Section 409A of the Code, then (i) any payments
described in Sections 3.3(a) and (b) which the Company determines constitute the payment of nonqualified deferred compensation, within the meaning of Section 409A of the Code, shall be delayed and become payable within five days after the
six-month anniversary of the Participant’s termination of employment and (ii) any benefits provided under Sections 3.3(c) and (e) which the Company determines constitute the payment of nonqualified deferred compensation, within the
meaning of Section 409A of the Code, shall be provided at the Participant’s sole cost during the six-month period after the date of the Participant’s termination of employment, and within five days after the expiration of such period
the Company shall reimburse the Participant for the portion of such costs payable by the Company pursuant to Sections 3.3(c) and (e) hereof. 

  

	(h)	For all purposes under the applicable Company non-qualified defined benefit pension plan, the Company shall credit the Participant with a number of additional years of
service equal to the applicable Separation Pay Multiple and shall add a number of years equal to the applicable Separation Pay Multiple to the Participant’s age. 

 3.4. Certain Additional Payments by the Employer. 
  

	(a)	Anything in this Plan to the contrary notwithstanding, with respect to any Participant who is a citizen or resident of the United States, in the event it shall be
determined that any Payment would be subject to the Excise Tax, then the Payments to the Participant, in the aggregate, shall be the greater of: 

  

	 	(i)	The Net After-Tax Benefit, or 

  
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	 	(ii)	An amount (the “Reduced Amount”) that is one dollar less than the smallest amount that would give rise to any Excise Tax. 

The Company and its Affiliates shall bear no responsibility for any Excise Tax payable on any Reduced Amount pursuant to a subsequent
claim by the Internal Revenue Service or otherwise. For purposes of determining the Reduced Amount under this Section 3.4(a), amounts otherwise payable to the Participant under the Plan shall be reduced, to the extent necessary, in the
following order: first, Separation Pay under Section 3.3(b), then Accrued Obligations payable under Section 3.3(a), other than Annual Base Salary through the Date of Termination, followed by outplacement services payable under
Section 3.3(d), welfare benefits payable under Section 3.3(c), and, finally, perquisites payable under Section 3.3(e). In the event that such reductions are not sufficient to reduce the aggregate Payments to the Participant to the
Reduced Amount, then Payments due the Participant under any other plan shall be reduced in the order determined by the Plan Administrator in its sole discretion. 
  

	(b)	All determinations required to be made under this Section 3.4, including whether a Reduced Amount or a Net After-Tax Benefit is payable, and the assumptions to be
utilized in arriving at such determinations, shall be made by the Company’s independent auditors or such other nationally recognized certified public accounting firm as may be designated by the Company and approved by the Participant (the
“Accounting Firm”), which shall provide detailed supporting calculations both to the Company and the Participant within 15 business days of the receipt of notice from the Participant that there has been a Payment, or such earlier time as
is requested by the Company. All fees and expenses of the Accounting Firm shall be borne solely by the Company. Any determination by the Accounting Firm shall be binding upon the Company, its Affiliates and the Participant. 

3.5. Payment Obligations Absolute. Upon a Change in Control and termination of employment under the circumstances described in
Section 3.2(a), the obligations of the Company and its Affiliates to pay or provide the Separation Benefits described in Section 3.3 shall be absolute and unconditional and shall not be affected by any circumstances, including, without
limitation, any set-off, counterclaim, recoupment, defense or other right which the Company or any of the Affiliates may have against any Participant. In no event shall a Participant be obligated to seek other employment or take any other action by
way of mitigation of the amounts payable to a Participant under any of the provisions of this Plan, nor shall the amount of any payment or value of any benefits hereunder be reduced by any compensation or benefits earned by a Participant as a result
of employment by another employer, except as specifically provided under Section 3.3. 
 3.6. Non-Competition and Non-Solicitation.
Upon a Change in Control and termination of employment under the circumstances described in Section 3.2(a), the obligations of the Company and its Affiliates to pay or provide the Separation Benefits described in Section 3.3 are contingent
on the Participant’s adhering to the Non-Competition Agreement and the Non-Solicitation Agreement. Should the Participant violate the Non-Competition Agreement or Non-

  
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Solicitation Agreement, the Participant will be obligated to pay back to the Employer all payments received pursuant to this Plan and the Employer will have no further obligation to pay the
Participant any payments that may be remaining due under this Plan. 
 3.7. Non-Disparagement. Upon a Change in Control and termination
of employment under the circumstances described in Section 3.2(a), the obligations of the Company and its Affiliates to pay or provide the Separation Benefits described in Section 3.3 are contingent on the Participant’s adhering to
certain non-disparagement provisions. The Participant agrees that, in discussing their relationship with the Employer, such Participant will not disparage, discredit or otherwise treat in a detrimental manner the Employer, its affiliated and parent
companies or their officers, directors and employees. The Employer agrees that, in discussing its relationship with the Participant, it will not disparage or discredit such Participant or otherwise treat such Participant in a detrimental way.

 3.8 General Release of Claims. Upon a Change in Control and termination of employment under the circumstances described in
Section 3.2(a), the obligations of the Company and its Affiliates to pay or provide the Separation Benefits described in Section 3.3 are contingent on the Participant’s (for him/herself, his/her heirs, legal representatives and
assigns) agreement to execute a general release in the form and substance to be provided by Employer, releasing the Employer, its affiliated companies and their officers, directors, agents and employees from any claims or causes of action of any
kind that the Participant might have against any one or more of them as of the date of this Release, regarding his/her employment or the termination of that employment. The Participant understands that this Release applies to all claims (s)he might
have under any federal, state or local statute or ordinance, or the common law, for employment discrimination, wrongful discharge, breach of contract, violations of Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Age
Discrimination in Employment Act, the Older Workers Benefit Protection Act, the Employee Retirement Income Security Act, the Americans With Disabilities Act, or the Family and Medical Leave Act, and all other claims related in any way to
Participant’s employment or the termination of that employment. 
 3.9. Non-Exclusivity of Rights. Nothing in this Plan shall
prevent or limit the Participant’s continuing or future participation in any plan, program, policy or practice provided by the Company or any of the Affiliates and for which the Participant may qualify, nor, subject to Section 6.2, shall
anything herein limit or otherwise affect such rights as the Participant may have under any contract or agreement with the Company or any of the Affiliates. Amounts or benefits which the Participant is otherwise entitled to receive under any plan,
policy, practice or program of or any contract or agreement with the Company or any of the Affiliates shall be payable in accordance with such plan, policy, practice or program or contract or agreement, except as explicitly modified by this Plan.

 4. Successor to Company 

This Plan shall bind any successor of the Company, its assets or its businesses (whether direct or indirect, by purchase, merger, consolidation or
otherwise), in the same manner and to the same extent that the Company or its Affiliates would be obligated under this Plan if no succession had taken place. 

  
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 In the case of any transaction in which a successor would not by the foregoing provision or by operation of
law be bound by this Plan, the Company shall require such successor expressly and unconditionally to assume and agree to perform the Company’s or its Affiliates’ obligations under this Plan, in the same manner and to the same extent that
the Company would be required to perform if no such succession had taken place. The term “Company,” as used in this Plan, shall mean the Company as hereinbefore defined and any successor or assignee to the business or assets which by
reason hereof becomes bound by this Plan. 
 5. Duration, Amendment and Termination 

5.1. Duration. This Plan shall remain in effect until terminated as provided in Section 5.2. Notwithstanding the foregoing, if a Change in
Control occurs, this Plan shall continue in full force and effect and shall not terminate or expire until after all Participants who become entitled to any payments or benefits hereunder shall have received such payments or benefits in full.

 5.2. Amendment and Termination. The Plan may be terminated or amended in any respect by resolution adopted by the Committee unless a
Change in Control has previously occurred. However, after the Board has knowledge of a possible transaction or event that if consummated would constitute a Change in Control, this Plan may not be terminated or amended in any manner which would
adversely affect the rights or potential rights of Participants, unless and until the Board has determined that all transactions or events that, if consummated, would constitute a Change in Control have been abandoned and will not be consummated,
and, provided that, the Board does not have knowledge of other transactions or events that, if consummated, would constitute a Change in Control. If a Change in Control occurs, the Plan shall no longer be subject to amendment, change, substitution,
deletion, revocation or termination in any respect that adversely affects the rights of Participants, and no Participant shall be removed from Plan participation. 
 6. Miscellaneous 
 6.1. Legal Fees. The Company agrees to pay, to the full extent
permitted by law, all legal fees and expenses which the Participant may reasonably incur as a result of any contest by the Company or the Affiliates, the Participant or others of the validity or enforceability of, or liability under, any provision
of this Plan or any guarantee of performance thereof (including as a result of any contest by the Participant about the amount of any payment pursuant to this Plan), plus in each case interest on any delayed payment at the applicable Federal rate
provided for in Section 7872(f)(2)(A) of the Code; provided that the Company shall have no obligation under this Section 6.1 to the extent the resolution of any such contest includes a finding denying, in total, the Participant’s
claims in such contest. 
 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 Company’s or the
Affiliates’ policies regarding termination of employment. 

  
 13 

 6.3. Tax Withholding. The Employer may withhold from any amounts payable under this Plan such
Federal, state, local or foreign taxes as shall be required to be withheld pursuant to any applicable law or regulation. 
 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 and any regulations and other guidance
thereunder. 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 award made 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 a Participant 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 Participant 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 based, and describe any
additional material or information that is necessary. Such notice shall, in addition, inform the claimant what procedure the claimant should follow to take advantage of the review procedures set forth below in the event the claimant desires to
contest the denial of the claim. The claimant may within 90 days thereafter submit in writing to the Plan Administrator a notice that the claimant contests the denial of his or her claim by the Company

  
 14 

 
and desires a further review. The Plan Administrator shall within 60 days thereafter review the claim and authorize the claimant to appear personally and review the pertinent documents and submit
issues and comments relating to the claim to the persons responsible for making the determination on behalf of the Plan Administrator. The Plan Administrator will render its final decision with specific reasons therefor in writing and will transmit
it to the claimant within 60 days of the written request for review, unless the Plan Administrator determines additional time, not exceeding 60 days, is needed, and so notifies the Participant during the initial 60-day period. If the Plan
Administrator fails to respond to a claim filed in accordance with the foregoing within 60 days or any such extended period, the Plan Administrator shall be deemed to have denied the claim. The Committee may revise the foregoing procedures as it
determines necessary to comply with changes in the applicable U.S. Department of Labor regulations. 
 6.8. Unfunded Plan Status. This
Plan is intended to be an unfunded plan and to qualify as a severance pay plan within the meaning of Labor Department Regulations Section 2510.3-2(b). All payments pursuant to the Plan shall be made from the general funds of the Employer and no
special or separate fund shall be established or other segregation of assets made to assure payment. No Participant or other person shall have under any circumstances any interest in any particular property or assets of the Company or its Affiliates
as a result of participating in the Plan. Notwithstanding the foregoing, the Committee may authorize the creation of trusts or other arrangements to assist in accumulating funds to meet the obligations created under the Plan; provided, however,
that, unless the Committee otherwise determines, the existence of such trusts or other arrangements is consistent with the “unfunded” status of the Plan. 
 6.9. Reliance on Adoption of Plan. Subject to Section 5.2, each person who shall become a Key Executive shall be deemed to have served and continue to serve in such capacity in reliance upon
the Change in Control provisions contained in this Plan. 
 6.10. Plan Supersedes prior U.S. Arrangements with one Exception. For the
period of two years following the occurrence of a Change in Control, the provisions of this Program shall supersede, with respect to U.S. Participants, any and all plans, programs, policies and arrangements of the Company or its Affiliates providing
severance benefits, EXCEPT FOR the 2012 Performance Incentive Plan. 
 IN WITNESS WHEREOF, the Company has caused this Plan to be executed by
its duly authorized officer effective as of the Effective Date set forth above. 
  

							
		  	KRAFT FOODS GROUP, INC.	  	
				
		  	By:	  	 /s/ Diane Johnson May
	  	
		  		  	Diane Johnson May	  	
		  		  	Executive Vice President, Human Resources	  	

  
 15OFFER OF EMPLOYMENT LETTER

 Exhibit 10.13 

 
 

 
 PERSONAL AND CONFIDENTIAL 
 July 15, 2012 
 Ms. Kim Rucker 
 Dear Kim, 
 I am very pleased to provide you with this letter confirming the verbal offer that we
extended to you for the position of Executive Vice President of Corporate & Legal Affairs, Kraft Foods North America until the anticipated Spin-off of Kraft Foods Group, Inc. (currently a wholly-owned direct subsidiary of Kraft Foods Inc.),
planned for the second half of 2012. Following the Spin-off, you will hold the position of Executive Vice President, Corporate and Legal Affairs, General Counsel and Corporate Secretary of Kraft Foods Group, Inc. Both positions will report
to Tony Vernon and will be located in Northfield, Illinois, USA. It is our desire that you join Kraft as soon as possible. This letter sets forth all of the terms and conditions of the offer. 
 Listed below are details of your compensation and benefits that will apply to this offer. 

Annualized Compensation (Range of Opportunity) 
  

					
	 	  	Target – Maximum	 
	 Annual Base Salary
	  	 	          $725,000	  
	 Annual Incentive Plan (Target* – 60%)
	  	 	$435,000 - $1,087,500	  
	 Long-Term Incentives**
	  	 	$1,000,000 - $1,500,000	  
	 Total Annual Compensation
	  	 	$2,160,000 - $3,312,500	  

  

	*	Target as a percent of base salary. 

	**	2012 mix of long-term incentives was 50% performance shares (LTIP), 25% restricted stock, and 25% stock options. The Human Resources and Compensation Committee reviews
this mix each year. The value of the long-term incentive awards reflects the “economic value” of awards. For performance and restricted shares, the value reflects grant value. For stock option value, the value approximates the Kraft
Foods’ Black-Scholes value. 

 July 15, 2012 
  Page
 2
 of 4 
  

 Annual Incentive Plan 
 You will be eligible to participate in the Kraft Management Incentive Plan (MIP), which is the Company’s annual incentive program (“Company”, here and for the remainder of this letter is
defined as Kraft Foods Inc. until the Spin-off of Kraft Foods Group Inc., and then is defined as Kraft Foods Group Inc. after the Spin-off). Your target award opportunity under the MIP is equal to 60% of your base salary. The actual amount you will
receive may be lower or higher depending on your individual performance and the performance of Kraft Foods North America prior to the Spin-off and Kraft Foods Group, Inc. after the Spin-off. Your 2012 award will be payable in March 2013. Your MIP
eligibility will begin on your date of employment. 
 Long-Term Incentives 

Performance Shares (50% of long-term incentive mix) 
 Your eligibility for the Kraft performance share program (referred to as Kraft Foods’ Long-Term Incentive Plan or LTIP) will commence with the 2013 – 2015 performance cycle. Your target
opportunity under the LTIP is equal to 50% of your total long-term incentive grant established at the beginning of the performance cycle. The actual award you will receive may be lower or higher depending upon the performance of Kraft Foods Inc.
(and Kraft Foods Group after the Spin-off) during the performance cycle. The number of performance shares under the 2013 – 2015 performance cycle is equal to your target value divided by the fair market value of Kraft stock on the first
business day of the performance cycle. 
 The 2013 – 2015 performance shares will vest in early 2016. It is anticipated that a new three
year performance cycle will begin each year in January. 
 Equity Program – Restricted Stock and Stock Options (50% of long-term
incentive mix) 
 You will also be eligible to participate in the Company’s restricted stock and stock option award program. Stock
awards are typically made on an annual basis, with the next award anticipated to be granted in the first quarter of 2013. Awards historically have been delivered as follows: 50% of equity value is delivered in restricted stock and 50% in stock
options. Actual award size is based on individual potential and performance. You will receive dividends on the restricted shares during the vesting period consistent in amount and timing with that of Common Stock shareholders. 

The number of stock options granted is typically communicated as a ratio relative to the number of restricted shares granted based on the “economic
value” of the stock options. In 2012, Kraft Foods Inc. granted 6 stock options for every restricted share awarded. This ratio may change from year to year. 

  
 2 

 July 15, 2012 
  Page
 3
 of 4 
  

 Sign-On Incentives 
 As part of your employment offer, as an incentive to join Kraft, upon hire, you will receive one-time sign-on incentives in the form of cash and stock as follows: 

 

			
	 Equity Sign-On Incentive:
	  	$750,000 in restricted stock
		
		  	 •    Vest 50% on 1st anniversary of your start date and 50% on the second anniversary of your start date

		
	 Cash Sign-On Incentive:
	  	$1,310,000 in cash
		
		  	 •    $510,000 paid at hire and will have two year repayment agreement

		
		  	 •    $475,000 will be paid on the first anniversary of your start date

		
		  	 •    $325,000 will be paid on the second anniversary of your start date

 For the equity sign on incentive, the actual number of shares that you will receive will be determined based upon the
fair market value of Kraft Foods Inc. Common Stock on your date of hire. You will be paid dividends on the restricted stock during the vesting period consistent in amount and timing with that of Common Stock shareholders. Following the anticipated
Spin-Off of the North American grocery business, your equity awards will be adjusted to only be denominated in Kraft Foods Group equity. The number of shares will be adjusted to maintain the intrinsic value held immediately prior to the Spin-Off.

 If, prior to the end of the two-year repayment period, your employment with the Company ends due to involuntary termination for reasons other
than cause, you will not be required to repay the cash sign-on amount paid at hire. 
 Similarly, if prior to full vesting of the sign-on
restricted stock and cash sign-on granted per this offer letter, your employment with the Company ends due to involuntary termination for reasons other than cause, the value of the total number of unvested stock and unpaid cash sign-on incentive
shall vest on the scheduled vesting dates. 
 For purposes of this offer letter, “cause” means: 1) continued failure to substantially
perform the job’s duties (other than resulting from incapacity due to disability); 2) gross negligence, dishonesty, or violation of any reasonable rule or regulation of the Company where the violation results in significant damage to the
Company; or 3) engaging in other conduct which materially adversely reflects on the Company. 
 The other terms and conditions set forth in
Kraft’s standard Stock Award Agreement will apply. 
 Perquisites 
 You will be eligible for a company car cash allowance of $15,000 per year under the executive perquisite policy. You will also be eligible for an annual financial counseling allowance of $7,500. You may
use any firm of your choosing and submit payments directly to the Company. 

  
 3 

 July 15, 2012 
  Page
 4
 of 4 
  

 Deferred Compensation Program 
 You will be eligible to participate in the Executive Deferred Compensation Program. This program allows you to voluntarily defer a portion of your salary and/or your annual incentive to a future date.
Investment opportunities under this program are designed to mirror the Company’s 401(k) plan. Additional information for this program can be made available upon request. 
 Stock Ownership Guidelines 
 You will be required to attain and hold Company stock
equal in value to four times your base salary. You will have five years from your date of employment to achieve this level of ownership. Stock held for ownership determination includes common stock held directly or indirectly, unvested
restricted/deferred stock or share equivalents held in the Company’s 401(k) plan. It does not include stock options or unvested performance shares. 
 Other Benefits 
 Your offer includes Kraft’s comprehensive benefits package
available to full-time salaried employees. This benefits package is described in the Kraft Benefits Summary brochure that we previously sent to you. You will be eligible for 30 days of Paid Time Off (PTO). 

You will be a U.S. employee of the Company and your employment status will be governed by and shall be construed in accordance with the laws of the
United States. As such, your status will be that of an “at will” employee. This means that either you or Kraft is free to terminate the employment relationship at any time, for any reason. 

If your employment with the Company ends due to an involuntary termination other than for cause, you will receive severance arrangements no less
favorable than those accorded recently terminated senior executives of the Company. The amount of any severance pay under such arrangements shall be paid in equal installments at the regularly scheduled dates for payment of salary to Kraft
executives and beginning within 30 days of your termination. 
 To assist in your relocation from New Jersey to Illinois, we offer relocation
assistance as outlined in Kraft’s Relocation Guide. 
 Section 409A of the Internal Revenue Code of 1986, as amended (the
“Code”) 
 If you are a “specified employee” (within the meaning of Code section 409A) as of your separation from
service (within the meaning of Code section 409A): (a) payment of any amounts under this letter (or under any severance arrangement pursuant to this letter) which the Company determines constitute the payment of nonqualified deferred
compensation (within the meaning of Code section 409A) and which would otherwise be paid upon your separation from service shall not be paid before the date that is six months after the date of your separation from service and any amounts that
cannot be paid by reason of this limitation shall be accumulated and paid on the first day of the seventh month following the date of your separation from service 

  
 4 

 July 15, 2012 
  Page
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 of 4 
  

 
(within the meaning of Code section 409A); and (b) any welfare or other benefits (including under a severance arrangement) which the Company determines constitute the payment of nonqualified
deferred compensation (within the meaning of Code section 409A) and which would otherwise be provided upon your separation from service shall be provided at your sole cost during the first six-month period after your separation from service and, on
the first day of the seventh month following your separation from service, the Company shall reimburse you for the portion of such costs that would have been payable by the Company for that period if you were not a specified employee. 

Payment of any reimbursement amounts and the provision of benefits by the Company pursuant to this letter (including any reimbursements or benefits to be
provided pursuant to a severance arrangement) which the Company determines constitute nonqualified deferred compensation (within the meaning of Code section 409A) shall be subject to the following: 

 

	(a)	the amount of the expenses eligible for reimbursement or the in-kind benefits provided during any calendar year shall not affect the amount of the expenses eligible for
reimbursement or the in-kind benefits to be provided in any other calendar year; 

  

	(b)	the reimbursement of an eligible expense will be made on or before the last day of the calendar year following the calendar year in which the expense was incurred; and

  

	(c)	your right to reimbursement or in-kind benefits is not subject to liquidation or exchange for any other benefit. 

This offer is contingent upon successful completion of our pre-employment checks, which may include a background screen, reference check, and post-offer
drug test pursuant to testing procedures determined by Kraft Foods. 
 Kim, we are excited at the prospect of you joining our team and are
confident you will make a significant impact at Kraft. Please acknowledge your acceptance of the above offer by signing below and returning this letter to me. If you have any questions, please call me at (xxx) xxx-xxxx. 

Sincerely, 
 /s/ Diane Johnson May 

SVP Human Resources North America 
 I accept the
offer as expressed above. 
  

			
	/s/ Kim Rucker                         
               	  	7/16/12                
	Signature	  	Date

  
 5

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