Document:

Kraft Foods Inc. Change in Control Plan for Key Executives

 Exhibit 10.16 
 KRAFT FOODS INC. 
 CHANGE
IN CONTROL PLAN FOR KEY EXECUTIVES 
 ADOPTED: APRIL 24, 2007 
 AMENDED: DECEMBER 31, 2008 

 KRAFT FOODS 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 Target	 	The annual incentive award that the Key Executive would receive in a fiscal year under the Management Incentive Plan or any comparable annual incentive plan if the target goals are
achieved.
		
	Annual Incentive Target Percentage	 	The Annual Incentive Target as a percentage of Annual Base Salary.
		
	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

  

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		 	 more of the outstanding voting securities of the Company; excluding, however, a transaction 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 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.

		
	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 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 Company for Cause or by the Participant for Good Reason, the Date of Termination shall be the date on which the Participant or the Company, 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 Company other than for Cause, death or Disability, the Date of Termination shall be the date on which the Company 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.
		
		 	For the avoidance of doubt, the Date of Termination shall in all events be the date on which the Participant actually terminates employment.
		
	Disability	 	As defined in Section 3.2(b) (ii).

  

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	Disability Effective Date	 	As defined in Section 3.2(b) (ii).
		
	Effective Date	 	April 24, 2007. The plan is being amended effective December 31, 2008.
		
	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 in a salary band D or more senior position.
		
	Long-Term Incentive Plan Award Target	 	The long-term cash award that the Participant would receive during a performance cycle under the Long-Term Incentive Plan or any comparable annual incentive plan if the target goals
specified under the Long-Term Incentive Plan or such annual incentive plan are achieved.
		
	Long-Term Incentive Plan Target Percentage	 	The Long-Term Incentive Plan Target as a percentage of Annual Base Salary.
		
	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 date of the Participant’s termination of employment with the Company, with a company that is substantially competitive with a business conducted
by the Company.
		
	Non-Solicitation Agreement	 	The agreement of a Participant that he or she will not solicit, directly or indirectly, any employee of the Company, or a surviving entity following a Change in Control, to leave the
Company 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 of employment with the
Company.
		
	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.
		
	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.

  

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	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 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.
		
	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 or hire as a Key Executive. 
 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 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 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 Company 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 

  

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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;

  

	 	(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 location 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 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 shall have 20 days in which to correct or remove such Good Reason, or such event shall not constitute Good Reason. 
  

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	(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 where the violation results in significant damage to the Company; or

  

	 	c.	Engaging in other conduct which adversely reflects on the Company 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. 

  

	(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, 

  

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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 Company 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 Target
Annual Incentive Award 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), the “Accrued Obligations”). 

  

	(b)	The Company 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) two (or in the case of a Participant who served as Chairman and Chief Executive Officer immediately prior to the Change
in Control, three) and (B) the sum of (x) the Participant’s Annual Base Salary and (y) the Participant’s Target Annual Incentive Award, reduced (but not below zero) in the case of any Participant who is a Non-U.S. Executive
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 two years after the Participant’s Date of Termination (or, if later, the date of the Change in Control), (or in
the case of a Participant who served as Chairman and Chief Executive Officer immediately prior to the Change in Control, three years), or such longer period as may be provided by the terms of the appropriate plan, program, practice or policy the
Company 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 the
maximum amount of welfare benefits provided to a Participant under this provision in any calendar year shall not be increased or decreased to reflect the amount of welfare benefits provided to such 

  

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Participant under this provision in a prior or subsequent calendar year; provided, further, 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. 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 until two years (or in
the case of a Participant who served as Chairman and Chief Executive Officer immediately prior to the Change in Control, three years) 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 Company 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 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 Company shall, for two years after the Participant’s Date of Termination (or in the case of a Participant who served as Chairman and Chief Executive Officer immediately
prior to the Change in Control, three years), 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. 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 

  

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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 two (or in the case of a Participant who
served as Chairman and Chief Executive Officer immediately prior to the Change in Control, three) additional years of service and shall add two (or in the case of a Participant who served as Chairman and Chief Executive Officer immediately prior to
the Change in Control, three) years to the Participant’s age. 

 3.4. Certain Additional Payments by the Company. 
  

	(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 Participant shall be entitled to receive an additional payment (a “Gross-Up Payment”) in an amount such that after payment by the Participant of all taxes (including any interest or
penalties imposed with respect to such taxes), including, without limitation, any income taxes (and any interest and penalties imposed with respect thereto) and Excise Tax imposed upon the Gross-Up Payment, the Participant retains an amount of the
Gross-Up Payment equal to the Excise Tax imposed upon the Payments. Notwithstanding the foregoing provisions of this Section 3.4(a), if it shall be determined that any Participant, other than a Participant who served as Chairman and Chief
Executive Officer of the Company immediately prior to the Change in Control, is entitled to a Gross-Up Payment, but that the Participant, after taking into account the Payments and the Gross-Up Payment, would not receive a net after-tax benefit
(taking into account both income taxes and any Excise Tax) which is at least ten percent (10%) greater than the net after-tax proceeds to the Participant resulting from an elimination of the Gross-Up Payment and a reduction of the Payments, in
the aggregate, to an amount (the “Reduced Amount”) that is one dollar less than the smallest amount that would give rise to any Excise Tax, then no Gross-Up Payment shall be made to the Participant and the Payments, in the
aggregate, shall be reduced to the Reduced Amount. 

  

	(b)	 Subject to the provisions of Section 3.4(c), all determinations required to be made under this Section 3.4, including whether and when a Gross-Up Payment
is required and the amount of such Gross-Up Payment and the assumptions to be utilized in arriving at such determination, 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 

  

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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. Subject to Section 3.4(e) below, any Gross-Up Payment, as determined pursuant to this Section 3.4, shall
be paid by the Company to the Participant within five days of the receipt of the Accounting Firm’s determination. Any determination by the Accounting Firm shall be binding upon the Company and the Participant. As a result of the uncertainty in
the application of Section 4999 of the Code at the time of the initial determination by the Accounting Firm hereunder, it is possible that Gross-Up Payments which will not have been made by the Company should have been made
(“Underpayment”), consistent with the calculations required to be made hereunder. In the event that the Company exhausts its remedies pursuant to Section 3.4(c) and the Participant thereafter is required to make a payment of any
Excise Tax, the Accounting Firm shall determine the amount of the Underpayment that has occurred and any such Underpayment shall be promptly paid by the Company to or for the benefit of the Participant. The reimbursements and payments under this
Section 3.4 shall be made no later than December 31 of the year next following the year in which the related Excise Taxes are remitted. 

  

	(c)	The Participant shall notify the Company in writing of any claim by the Internal Revenue Service that, if successful, would require the payment by the Company of the Gross-Up
Payment. Such notification shall be given as soon as practicable but no later than ten business days after the Participant is informed in writing of such claim and shall apprise the Company of the nature of such claim and the date on which such
claim is requested to be paid. The Participant shall not pay such claim prior to the expiration of the 30-day period following the date on which it gives such notice to the Company (or such shorter period ending on the date that any payment of taxes
with respect to such claim is due). If the Company notifies the Participant in writing prior to the expiration of such period that it desires to contest such claim, the Participant shall: 

  

	 	(i)	give the Company any information reasonably requested by the Company relating to such claim, 

  

	 	(ii)	take such action in connection with contesting such claim as the Company shall reasonably request in writing from time to time, including, without limitation, accepting legal
representation with respect to such claim by an attorney reasonably selected by the Company, 

  

	 	(iii)	cooperate with the Company in good faith in order effectively to contest such claim, and 

  

	 	(iv)	permit the Company to participate in any proceedings relating to such claim; 

 PROVIDED, HOWEVER, that (A) the Company shall bear and pay directly all costs and expenses (including additional interest and penalties) incurred in connection with such contest and shall indemnify and hold the Participant harmless, on
an after-tax basis, for any Excise Tax or income tax (including interest and penalties with respect thereto) imposed as a result of such representation and payment of costs and expenses. Without limitation on the foregoing provisions of this
Section 3.4(c), the Company shall control 

  

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all proceedings taken in connection with such contest and, at its sole option, may pursue or forgo any and all administrative appeals, proceedings, hearings
and conferences with the taxing authority in respect of such claim and may, at its sole option, either direct the Participant to pay the tax claimed and sue for a refund or contest the claim in any permissible manner, and the Participant agrees to
prosecute such contest to a determination before any administrative tribunal, in a court of initial jurisdiction and in one or more appellate courts, as the Company shall determine; (B) that if the Company directs the Participant to pay such
claim and sue for a refund, the Company shall advance the amount of such payment to the Participant, on an interest-free basis and shall indemnify and hold the Participant harmless, on an after-tax basis, from any Excise Tax or income tax (including
interest or penalties with respect thereto) imposed with respect to such advance or with respect to any imputed income with respect to such advance; and further provided that any extension of the statute of limitations relating to payment of taxes
for the taxable year of the Participant with respect to which such contested amount is claimed to be due is limited solely to such contested amount. Furthermore, the Company’s control of the contest shall be limited to issues with respect to
which a Gross-Up Payment would be payable hereunder and the Participant shall be entitled to settle or contest, as the case may be, any other issue raised by the Internal Revenue Service or any other taxing authority. 
  

	(d)	If, after the receipt by the Participant of an amount advanced by the Company pursuant to Section 3.4(c), the Participant becomes entitled to receive any refund with respect to
such claim, the Participant shall (subject to the Company’s complying with the requirements of Section 3.4(c)) promptly pay to the Company the amount of such refund (together with any interest paid or credited thereon after taxes
applicable thereto). If, after the receipt by the Participant of an amount advanced by the Company pursuant to Section 3.4(c), a determination is made that the Participant shall not be entitled to any refund with respect to such claim and the
Company does not notify the Participant in writing of its intent to contest such denial of refund prior to the expiration of 30 days after such determination, then such advance shall be forgiven and shall not be required to be repaid and the amount
of such advance shall offset, to the extent thereof, the amount of Gross-Up Payment required to be paid. 

  

	(e)	Notwithstanding any other provision of this Section 3.4, the Company may withhold and pay over to the Internal Revenue Service for the benefit of the Participant all or any
portion of the Gross-Up Payment that it determines in good faith that it is or may be in the future required to withhold, and the Participant hereby consents to such withholding. 

 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 

  

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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-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 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 

  

 13 

 
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 would be obligated under this Plan if no succession had taken place. 
 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
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 

  

 14 

 
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. 
 6.3. Tax Withholding. The Company
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 

  

 15 

 
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 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 Company 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 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 providing severance benefits, EXCEPT FOR the 2005 Performance Incentive Plan. 
  

 16 

 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 INC.
		
	By:	 	 /s/ Karen May

		 	Karen May
		 	EVP, Global Human Resources

  

 17Kraft Executive Deferred Compensation Plan Adoption Agreement

 Exhibit 10.18 
 KRAFT EXECUTIVE DEFERRED COMPENSATION PLAN 
 ADOPTION AGREEMENT 
 As Amended November 3, 2008 

 KRAFT EXECUTIVE DEFERRED COMPENSATION PLAN 
 ADOPTION AGREEMENT 
 As Amended November 3, 2008 
 ADOPTION OF PLAN — [Select one] 
  

							
	x	 	Adoption - The undersigned Kraft Foods Global, Inc. (the “Employer”) hereby adopts as a Nonqualified Deferred Compensation Plan for the
individuals identified in Item 5 herein the form of Plan known as the Nonqualified Supplemental Deferred Compensation Plan.
	
	NAME OF PLAN
	
	The name of this Plan as adopted by the Employer is the Kraft Executive Deferred Compensation Plan (the “Plan”).
	
	INDIVIDUALIZED PLAN INFORMATION
	
	With respect to the variable features contained in the Plan, the Employer hereby makes the following selections granted under the provisions of the Plan:
		
	1.	 	Adopting Entity. The Employer adopts the Plan as:
		
		 	List type of business entity (corporation, partnership, controlled group of corporations, etc.) Corporation
		
		 	List each Employer adopting the Plan and Employer Identification Number (EIN):

  

									
	Name of Employer:	  	Kraft Foods Global, Inc.	  	EIN:	  	36-3083135	  	
	Name of Employer:	  		  	EIN:	  		  	
	Name of Employer:	  		  	EIN:	  		  	
	Name of Employer:	  		  	EIN:	  		  	
	Name of Employer:	  		  	EIN:	  		  	

							
		 	(attach additional lists as necessary)
		
		 	The adopting Employers and the Employer are referred to herein collectively as the “Employer.”
		
		 	Select state of controlling law (see Section 10.7 of Plan Document):
			
		 	 ̈	 	State of incorporation;           
			
		 	x	 	State of domicile; Illinois

  

 2 

							
	2.	 	Effective Date. The “Effective Date” of the adoption of this Plan, this Plan amendment or this Plan restatement is June 1, 2008.
		
	3.	 	Plan Year. The “Plan Year” of the Plan shall be [select one]:
			
		 	x	 	the calendar year.
			
		 	 ̈	 	the fiscal year or other 12- month period ending on the last day of
                     [specify month].
			
		 	 ̈	 	a short Plan year beginning on                     ,
                     and ending on
                    ,                     ; and
thereafter the Plan year shall be as indicated in (a) or (b) above.
		
	4.	 	Plan Administrator. The “Administrators” of the Plan are the Vice President Corporate Compensation and the Executive Vice President, Human
Resources
		
		 	[fill in the name(s) of the individual(s) or job title(s) or entity (such as a committee) that is (are) responsible for administration of the Plan], and such other
person(s) or entity as the Employer shall appoint from time to time. Each Administrator is authorized to independently take any action required or permitted to be taken by an Administrator under the Plan.
		
	5.	 	Eligible Individuals. The following shall be eligible to participate in the Plan: [select all that apply – do not list individual
names]:
			
		 	x	 	A select group of management or highly-compensated Employees as designated by the Employer in the Summary Plan Description;
			
		 	 ̈	 	Employee Board Members;
			
		 	 ̈	 	Non-Employee Board Members;
			
		 	 ̈	 	Other Service Providers (i.e., independent contractors, consultants, etc.)
			
		 	 ̈	 	Employees or other Service Providers above the following Compensation threshold: [enter dollar amount] $
             ;
			
		 	 ̈	 	Employees with the following job titles: [enter job title(s); for example, “Vice President and above”]
            
			
		 	 ̈	 	Other: [enter description]             
		
	6.	 	Eligibility Timing. Eligibility timing selected below shall apply uniformly to all Participant Deferrals (including Performance-Based Bonus Deferrals), as well as
Employer Matching Contributions and Other Employer Contributions, unless otherwise indicated. If the Employer wishes to provide for separate eligibility rules for different types of Compensation (for example, Salary vs. Bonus), or for types of
Contributions (for example, Employer Matching Contributions vs. Participant Deferrals), mark “Other” below and attach exhibits as necessary [select one]:
			
		 	 ̈	 	Eligible immediately upon properly completed designation by the Plan administrator or Employer;

  

 3 

							
			
		 	 ̈	 	Eligible after the following period of employment, Board service, etc. [enter number of days, months or years, for example, 90 days]
            ;
			
		 	x	 	Other [enter description]: Eligible immediately upon eligibility to participate in the Plan.
		
	7.	 	Types and Amounts of Participant Deferrals [select all that apply and enter minimum and maximum percentages in increments of one percent (for example, Salary minimum 0%
maximum 100%). Note that no Deferral election can reduce a Participant’s Compensation below the amount necessary to satisfy required withholding for FICA/Medicare/income taxes, required Participant Contributions into another Employer-sponsored
benefit plan such as medical insurance, 401(k) loan repayments, etc.]:
			
		 	x	 	Salary [select one]:
				
		 		 	x	  	percentage [minimum 0% and maximum 50%, in 10% increments only]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	x	 	Non-Performance-Based Bonus [select one]:
				
		 		 	x	  	percentage [minimum 0% and maximum 100%, in 25% increments only]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	x	 	Annual Performance-Based Bonus: performance period from 1/1 to 12/31.
				
		 		 	x	  	percentage [minimum 0% and maximum 100%, in 25% increments only]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	x	 	Performance-Based (Long-Term Incentive Plan) Bonus: performance period from 1/1/07 to 12/31/09, and subsequent performance periods as determined under the Long-Term
Incentive Plan. 
				
		 		 	x	  	percentage [minimum 0% and maximum 100%, in 25% increments only]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].

  

 4 

							
			
		 	x	 	Commissions [select one]:
				
		 		 	x	  	percentage [minimum 0% and, maximum 50%, in 10% increments only]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	 ̈	 	Board of Directors Fees/Retainer (note – should not include expense reimbursements):
				
		 		 	 ̈	  	percentage [enter minimum     % and, maximum     %]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	 ̈	 	Other Service Provider Fees or other earned income from the Employer:
				
		 		 	 ̈	  	percentage [enter minimum     % and, maximum     %]
				
		 		 		  	 or

				
		 		 	 ̈	  	fixed dollar amount [enter minimum $            ].
			
		 	 ̈	 	401(k) Refund (amount deferred from Participant’s regular Compensation equal in value to any refund paid to Participant in that year resulting from excess deferrals in
Employer’s 401(k) plan – see Subsection 2.9 of Plan document for definition.)
			
		 	 ̈	 	Other [enter description]:             
		
	8.	 	Definition of Compensation for Purposes of Making Plan Contributions [select one]:
			
		 	 ̈	 	Same definition of Compensation as in Employer’s 401(k) or other applicable qualified retirement plan, earned while the Participant is an Eligible Individual, as determined by
the Employer.
			
		 	x	 	Participant’s total wages, salary, commissions, overtime, bonus, etc. for a given year which the Employer is required to report on Form W-2 or other appropriate form, (or, in
the case of Other Service Providers, the Participant’s total remuneration from the Employer for a given year pursuant to the agreement to provide services to the Employer), earned while the Participant is an Eligible Individual as determined by
the Employer.
			
		 	 ̈	 	Other [enter description]:             
		
	9.	 	Expiration of Participant’s Deferral Elections [select all that apply]:
			
		 	x	 	Renewed Each Year: Participant’s Deferral Elections must be renewed each year during the open enrollment period ending no later than December 31 prior to the
effective Plan year (or, in the case of Performance-Based Bonuses, no less than 6 months prior to the end of the applicable performance period).

  

 5 

							
				
		 		 	x	  	For all types of Compensation Deferrals.
				
		 		 	 ̈	  	For Salary Deferrals only — other types of Deferrals are “evergreen”.
				
		 		 	 ̈	  	For Performance-Based Bonus only — other types of Deferrals are “evergreen”.
				
		 		 	 ̈	  	Other: [specify]             
			
		 	 ̈	 	Evergreen: Participant’s Deferral Elections will be “evergreen” (i.e., will continue indefinitely until the Participant’s Termination Date unless changed
by the Participant – so each year the Participant will be deemed to have the same election in place as the prior year unless actively changed by the Participant during the open enrollment period ending no later than December 31 prior to
the effective Plan year or, in the case of Performance-Based Bonuses, no less than 6 months prior to the end of the applicable performance period).
				
		 		 	 ̈	  	For all types of Compensation Deferrals.
				
		 		 	 ̈	  	For Salary Deferrals only — other types of Deferrals are renewed each year.
				
		 		 	 ̈	  	For Performance-Based Bonus only — other types of Deferrals are renewed each year.
				
		 		 	 ̈	  	Other: [specify]             
		
	10.	 	Employer Contributions [select all that apply]:.
			
		 	x	 	(a) No Employer Contributions.
			
		 	 ̈	 	(b) Matching Contributions on all Participant Compensation Deferrals [also complete Items 11 through 14 ].
			
		 	 ̈	 	(c) Matching Contributions on certain types of Compensation Deferrals (for example, Matching Contributions on Participant Performance-Based Bonus Deferrals, etc.) [attach
explanation describing which types of deferrals will be matched and also complete Items 11 through 14]
			
		 	 ̈	 	(d) Employer Contributions other than Matching Contributions. Employer Contributions will equal the Employer matching contributions that, but for the Participant’s deferral of
Compensation under the Plan, would have been contributed to the Kraft Foods Global, Inc. Thrift Plan or the Kraft Foods Global, Inc. Supplemental Benefits Plan I on behalf of the Participant.
		
	11.	 	Amount of Matching Contribution on Participant Compensation Deferrals. If the Employer has specified in Item 10(b) or (c) that it will make Matching Contributions on

  

 6 

							
		 	behalf of Participants based on their Compensation Deferrals, such Matching Contributions will be in an amount determined as follows for the applicable period selected in
Item 13 below: [Select (a), (b), (c), (d) or (e) below – if Employer has indicated in 10(c) above that Matching Contributions will be made on certain types of Participant Compensation Deferrals and if Employer wishes for
different Matching formulas to be used for different types of Participant Compensation Deferrals, Employer should attach additional copies of this Item 11 completed for each type of Participant Compensation Deferral that is matched.]

				
		 	 ̈	 	(a)	  	    % of the Compensation Deferrals made by each Participant during the applicable period.
				
		 	 ̈	 	(b)	  	At a percentage determined from time to time in the discretion of the Employer of each Participant’s Compensation Deferrals for the applicable period (percentage should be documented in
writing when determined, and such writings will form part of the plan).
		
		 	[Optional: If 11(a) or (b) above is selected, the Employer may also specify here that it will not match Compensation Deferrals in excess of
$             or     % of each Participant’s Compensation during the applicable period —specify either a dollar amount or a whole
percentage. If no limit is entered here, the assumption is that 100% of the Participant’s Compensation Deferrals will be matched at the applicable percentage.]
				
		 	 ̈	 	(c)	  	    % of the portion of each Participant’s Compensation Deferral Contributions during the applicable period which does not exceed
    % of the Participant’s Compensation for such period; plus     % of the portion, if any, of each Participant’s Compensation Deferral Contributions during the applicable period which
exceeds     % but does not exceed     % of the Participant’s Compensation for such period.
		
		 	[Note: Example for 11(c) above – select this option if Employer wants to match different percentages and different levels of
deferral – for example, 100% of the first 3% of compensation deferred, and 50% of the next 2%]
				
		 	 ̈	 	(d)	  	    % of the Compensation of each Participant who made Compensation Deferral Contributions during the applicable period of at least     %
of Compensation.
				
		 	 ̈	 	(e)	  	Other: [describe]             
		
	12.	 	Applicable Period for Matching Contributions. Employer Matching Contributions elected under Item 10(b) or (c) shall be allocated and credited to eligible
Participants’ Accounts as soon as administratively feasible after the end of each “Applicable Period” after the amounts have been determined by the Employer. For purposes of determining a Participant’s share of Matching
Contributions under Item 10, the Applicable Period shall be [Select one]:
			
		 	 ̈	 	the Plan Year.

  

 7 

							
		 	 ̈	 	the payroll period.
			
		 	 ̈	 	other (specify calendar month, Plan year quarter, etc.)             .
		
	13.	 	Employees Eligible to Receive Employer Matching Contributions. Matching Contributions made for each Plan Year (if applicable) shall be allocated and credited to the
Accounts of the following Participants: [Select one if applicable]
			
		 	 ̈	 	Participants who were employed by the Employer (or, in the case of non-Employee Board Members, served on the Board) during that Plan Year, or, in the case of Other Service Providers,
who provided services to the Employer during that Plan Year.
			
		 	 ̈	 	Participants who were employed by the Employer (or, in the case of non-Employee Board Members, served on the Board) on the last day of the Plan Year, or, in the case of Other Service
Providers, who provided services to the Employer on the last day of the Plan Year.
			
		 	 ̈	 	Participants who were employed by the Employer (or, in the case of non-Employee Board Members, served on the Board) on the last day of the Plan Year or who retired, died or were
Disabled during the Plan Year, or, in the case of Other Service Providers, who provided services to the Employer on the last day of the Plan Year or who died or were Disabled during the Plan Year. [If this option is selected, complete
Item 30 — definition of “Disability”.]
		
	14.	 	Vesting Schedule of Employer Matching Contributions. If Matching Contributions are made to the Plan, select the rate at which such Contributions will vest [select
one]:
			
		 	 ̈	 	Immediate 100% vesting for all Participants.
			
		 	 ̈	 	“Cliff” vesting (0% up to cliff; 100% after cliff) [select one]:
				
		 		 	 ̈	  	1 year cliff (less than 1 year 0%; 1 or more years 100%)
				
		 		 	 ̈	  	2 year cliff (less than 2 years 0%; 2 or more years 100%)
				
		 		 	 ̈	  	Other cliff (enter number of years: less than              years 0%;
             or more years 100%)
			
		 	 ̈	 	“Graded” vesting [enter vesting percentages]:

  

									
		 	1 year       %	 	6 years       %	 	11 years     %	  	
					
		 	2 years     %	 	7 years       %	 	12 years     %	  	
					
		 	3 years     %	 	8 years       %	 	13 years     %	  	
					
		 	4 years     %	 	9 years       %	 	14 years     %	  	
					
		 	5 years     %	 	10 years     %	 	15 years     %	  	

  

 8 

							
			
		 	 ̈	 	Other vesting schedule: [describe schedule – subject to approval]             
		
	15.	 	Vesting Schedule of Employer Contributions (Other Than Matching Contributions). If Employer Contributions (other than Matching Contributions) are made to the Plan,
select the rate at which such Contributions will vest [select one]:
			
		 	 ̈	 	Immediate 100% vesting for all Participants.
			
		 	 ̈	 	“Cliff” vesting (0% up to cliff; 100% after cliff) [select one]:
				
		 		 	 ̈	  	1 year cliff (less than 1 year 0%; 1 or more years 100%)
				
		 		 	 ̈	  	2 year cliff (less than 2 years 0%; 2 or more years 100%)
				
		 		 	 ̈	  	Other cliff (enter number of years: less than            years 0%;           
or more years 100%)
			
		 	 ̈	 	“Graded” vesting [enter vesting percentages]:

  

									
		 	1 year       %	 	6 years       %	 	11 years     %	  	
					
		 	2 years     %	 	7 years       %	 	12 years     %	  	
					
		 	3 years     %	 	8 years       %	 	13 years     %	  	
					
		 	4 years     %	 	9 years       %	 	14 years     %	  	
					
		 	5 years     %	 	10 years     %	 	15 years     %	  	

  

							
		 	 ̈	 	Other vesting schedule:
		
	16.	 	Vesting Years. A “Vesting Year” described above for purposes of determining vesting under the Plan shall be computed in accordance with: [select one – if
this is an amendment or restatement of a prior plan, definition from prior plan will override this definition.]
			
		 	x	 	Years of service (12-consecutive-month periods) with the Employer since date of hire (or date of commencement of Board service).
			
		 	 ̈	 	Years of participation in the Plan (12-consecutive-month period between date Participant enters Plan and anniversary of such date) (if this is an amendment or restatement of a prior
Plan, years of participation in prior plan will be included) (additional fees will apply if this item is selected).
			
		 	 ̈	 	Plan Years since each Plan Year’s total Contributions were made (“rolling vesting”) (additional fees will apply if this item is selected). [If this option is
selected, select either (a) or (b) below:] 
				
		 		 	 ̈	  	(a) Vesting will be credited/updated on the last day of the Plan year.

  

 9 

							
		 		 	 ̈	  	(b) Vesting will be credited/updated on the anniversary of the date the Contribution is credited.
		
	17.	 	Full Vesting Upon Occurrence of Specific Event. [select all that apply]
			
		 	 ̈	 	100% vesting upon Normal Retirement [describe criteria such as age (can be partial year), years of service with the Employer (must be whole years of service), or years of
participation in the Plan (must be whole years of participation)]             
			
		 	 ̈	 	100% vesting upon Early Retirement [describe criteria such as age (must be whole years), years of service with the Employer (must be whole years of service), or years of
participation in the Plan (must be whole years of participation)]             
			
		 	 ̈	 	100% vesting upon Death.
			
		 	 ̈	 	100% vesting upon Disability [complete Item 30 – definition of “Disability”].
			
		 	 ̈	 	100% vesting upon Change in Control of the Employer [complete Items 28 and 29 – definition of “Change in Control”]
			
		 	 ̈	 	100% vesting upon occurrence of other event: [describe event]             
		
	18.	 	Service Before Plan’s Establishment Excluded. Years of service earned prior to establishment of the Plan shall be disregarded for purposes of determining vesting under
the Plan:
			
		 	x	 	Yes (this may be elected only if this is the establishment of a new Plan).
			
		 	 ̈	 	No.
		
	19.	 	Forfeitures for Misconduct or Violation of Non-Compete. Participants terminating employment prior to becoming 100% vested will forfeit the forfeitable percentage of their
Accounts as indicated in accordance with the vesting schedule selected in Items 14 and/or 15. Participants may also forfeit 100% of their Matching and Employer Contribution Accounts (if applicable) under the following circumstances: [select
any that apply]:
			
		 	 ̈	 	Misconduct (termination for Cause). [if selected, the definition of Misconduct or Cause should be documented in writing, and such writings will form part of the Plan]

  

 10 

							
		 	 ̈	 	Engaging in competition with the Employer. [if selected, the definition of engaging in competition should be documented in writing, and such writing will form part of the
Plan]
		
	20.	 	Employer Stock as Deemed Investment Option. If Employer stock will be a deemed investment option, indicate below how shares are to be tracked: [select
one]
			
		 	 ̈	 	Partial and whole shares.
			
		 	x	 	Unitized fund.
		
	21.	 	In-Service Distributions. If the Employer elects below, the Plan will allow distributions of Participant Deferral Contributions to be made to Participants while they are still
employed (“In-Service Distributions”), if they elect a fixed distribution date during the regular election period. [Select one – note that In-Service Distributions of Employer Contributions is not
permitted]
			
		 	 ̈	 	No, In-Service Distributions will not be permitted.
			
		 	x	 	Yes, In-Service Distributions will be permitted. [select one ].
				
		 		 	x	  	For All Participant Deferral Contributions
				
		 		 	 ̈	  	For Participant Compensation Deferral Contributions (other than Performance-Based Bonus) only.
				
		 		 	 ̈	  	For Participant Performance-Based Bonus Deferral Contributions.
		
		 	Please indicate the number of years a Participant must defer payment(s) until In-Service Distribution(s) may begin:
				
		 		 	x	  	2 Years after the Calendar Year for which the deferral is effective
				
		 		 	 ̈	  	     Years after the Calendar Year for which the deferral is effective
		
		 	Please indicate if separate In-Service Distribution Dates are allowed for each Type of Participant Deferral selected in Item 7:
				
		 		 	 ̈	  	No (single distribution date allowed per Plan Year)
				
		 		 	x	  	Yes (requires additional tracked sources per Plan Year)
		
		 	[Note – if “Yes” is elected above and the Plan will allow In-Service Distributions, please indicate if Participant will be permitted to make a
“pushback” subsequent election to defer the original distribution date at least five years in accordance with Plan provisions (see subsection 9.1 of Plan document – note that election must be made 12 months prior to original
distribution date and election will not take effect for 12 months)    x  Yes     ̈  No]

  

 11 

							
	22.	 	Unforeseeable Emergency Distribution Dates. If the Employer elects below, the Plan will allow distributions to be made to Participants while they are still employed if
they meet the criteria for an unforeseeable emergency financial hardship (“Unforeseeable Emergency Distributions”). Both Participant Deferral Contributions and Vested Employer Contributions can be distributed in the event of an eligible
Unforeseeable Emergency Distribution event. [Select one]
			
		 	 ̈	 	No, Unforeseeable Emergency Distributions will not be permitted.
			
		 	x	 	Yes, Unforeseeable Emergency Distributions will be permitted. [select one below].
				
		 		 	 ̈	  	For active Participants only.
				
		 		 	x	  	For active Participants, terminated Participants and Beneficiaries.
		
	23.	 	Form of Distributions (at Termination of Employment or Death). Distributions will be made to Participants upon Termination of Employment with the Employer or Death of
the Participant as follows [select one]
			
		 	 ̈	 	Lump sum only.
			
		 	x	 	Lump sum unless installments elected, but can only receive installments from Accounts other than the Employer Contributions Account if Participant meets the following
criteria:
				
		 		 	x	  	Termination or Death at or after age 53 with at least 5 Vesting Years of Service. 
				
		 		 	 ̈	  	Early Retirement [describe criteria such as age (must be whole years), years of service with the Employer (must be whole years of service), or years of participation in
the Plan (must be whole years of participation)]             
				
		 		 	 ̈	  	Termination (other than for Misconduct, Cause or Violation of Non-Compete)
			
		 	 ̈	 	Lump sum unless installments elected, and Participant may receive installments regardless of reason for Termination of Employment.
		
		 	[Note – if Installments are elected above, please indicate if Participant will be permitted to make a subsequent election to change the number of installments in
accordance with Plan provisions (see subsection 9.2 of Plan document)    x  Yes     ̈
  No]
		
	24.	 	Distribution Upon Disability. If the Employer selects below, the Plan will allow distributions to be made to Participants upon Disability but while they are still employed if
they meet the criteria for Disability in Item 30 below. The form of distribution will be the same as for Termination of Employment.

  

 12 

							
		 		 	 ̈	  	No, distribution upon Disability will not be permitted.
				
		 		 	x	  	Yes, distributions upon Disability will be permitted. [complete Item 30 – definition of “Disability”].
		
	25.	 	Expiration of Participant’s Distribution Elections [select one]:
			
		 	x	 	Renewed Each Year: Participant’s Distribution Election must be selected each year during the open enrollment period for the following year’s contributions – if
no new election is made, that year’s contributions default to payment in the form of a lump sum.
			
		 	 ̈	 	Evergreen: Participant’s Distribution Election will be “evergreen” (i.e., will continue indefinitely for each year’s contributions until the
Participant’s Termination Date unless changed by the Participant – so each year the Participant will be deemed to have the same distribution election in place as the prior year unless actively changed by the Participant at open enrollment,
and the change will only be applicable to future contributions)
		
	26.	 	Distributions Upon Change in Control: If Employer elects below, distributions will be made to Participants upon Change in Control of the Employer (without a termination of
employment of the Participant), as follows [select one, and complete Items 28 and 29 below (definition of “Change in Control”) ]
			
		 	x	 	No, Distributions upon Change in Control will not be permitted.
			
		 	 ̈	 	Yes, Distributions upon Change in Control will be permitted, in a lump sum only.
			
		 	 ̈	 	Yes, Distributions upon Change in Control will be permitted, in a lump sum or in installments as elected by the Participant [complete Item 23].
		
	27.	 	Length of Installments (if Installment Distributions permitted in Item 23 and/or Item 26 above) [indicate length below]: 
			
		 		 	Annual installments over no fewer than 2 [enter minimum number of years – must be at least 2] and no more than 10 years at Participant’s
election [enter maximum number of years]. 
		
	28.	 	“Change in Control” – Dates of Distribution. Distributions upon a Change in Control shall occur upon [select all that apply – see Subsection 9.9 of
the Plan document for more details]: 
			
		 	x	 	The consummation of a merger or consolidation of Kraft Foods Inc. and another company, and Kraft Foods Inc. 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 Kraft Foods Inc.; excluding, however, a transaction pursuant to which all or substantially all of the individuals or entities who are the beneficial owners of
the outstanding voting securities of Kraft Foods Inc. 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 Kraft Foods Inc. 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 Kraft Foods Inc.

  

 13 

							
		 	x	 	The consummation of a plan of complete liquidation of Kraft Foods Inc. or the sale or disposition of all or substantially all of the Kraft Foods Inc. 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 Kraft Foods Inc. 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 Kraft Foods Inc. assets in substantially the same
proportions relative to each other as their ownership, immediately prior to such transaction, of the outstanding voting securities of Kraft Foods Inc.
			
		 	x	 	The date that a person or group acquires ownership of 20% or more of the outstanding voting securities of Kraft Foods Inc. excluding, however, the following: (a) any
acquisitions by Kraft Foods Inc. or any of it affiliates; (b) any acquisition by an employee benefit plan or related trust sponsored or maintained by Kraft Foods Inc. or its affiliates; (c) any acquisition or merger described in this Item
28.
			
		 	x	 	During any consecutive 24 month period, persons who constitute the board of directors at Kraft Foods Inc. at the beginning of such period cease to constitute at least 50% of the
board of directors of Kraft Foods Inc.; provided that each new member of the board who is approved by a majority of the directors who began such 24 month period shall be deemed to have seen a member of the Board at the beginning of such 24 month
period.

  

 14 

							
	29.	 	Definition of “Disability.” A Participant shall be considered “Disabled” if [select one]: 
			
		 	 ̈	 	by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of at least 12
months, the Participant is receiving income replacement benefits for at least 3 months under accident and health plans of the Employer;
			
		 	 ̈	 	the Participant is unable to engage in any substantial gainful activity by reason of any medically determinable physical or mental impairment that can be expected to result in death
or can be expected to last for a continuous period of not less than 12 months;
			
		 	 ̈	 	the Participant is deemed to be totally disabled by the Social Security Administration;
			
		 	x	 	the Participant is determined to be disabled in accordance with a disability insurance program, provided that the definition of disability under such disability insurance program
complies with the requirements of one of the three preceding definitions above.
		
	30.	 	Distributions to “Key Employees” — Investment. In order to comply with Internal Revenue Code Section 409A, distributions to “key
employees” (see subsection 9.3 of the Plan Document for definition) of publicly traded companies made due to employment termination cannot be made within 6 months of the employment termination date. If distribution to a key employee must be
delayed to comply with this 6-month rule, indicate below how Account balances of such a Participant will be invested during the period of delay [select one]:
			
		 	 ̈	 	Valued as of most recent Valuation Date and held at the Employer without allocation of additional gains or losses after such Valuation Date until payment can be
made.
			
		 	x	 	Remain invested as if termination date had not occurred, then valued as of most recent Valuation Date and distributed.
		
	31.	 	QDRO Distributions. The Employer may elect whether distributions from a Participant’s Account shall be permitted upon receipt by the Plan Administrator of a
Qualified Domestic Relations Order relating to a marital dissolution or separation that provides for payment of all or a portion of a Participant’s Accounts to an alternate payee (spouse, former spouse, children, etc.). [Indicate below
whether QDRO distributions will be permitted]:
			
		 	 ̈	 	No, QDRO Distributions will not be permitted.
			
		 	x	 	Yes, QDRO Distributions will be permitted.

  

 15 

							
	32.	 	Additional Survivor Death Benefit from Life Insurance. In the event that life insurance is utilized as a funding vehicle for the Plan, the Employer may wish to provide
additional Survivor Benefit from the following options : [select one]
			
		 	x	 	No additional Survivor Benefit offered, but rather Participant’s vested Account balance.
			
		 	 ̈	 	Face value of life insurance policy of Participant, if any.
			
		 	 ̈	 	Greater of (a) face value of life insurance policy of Participant, if any, or (b) Participant’s vested Account balance.
			
		 	 ̈	 	Other: [enter amount or formula]             
		
	33.	 	Payment of Plan Expenses. Plan expenses may be paid as follows: [select one]
			
		 	x	 	Directly by the Employer.
			
		 	 ̈	 	Deducted from the Participant accounts and Plan’s trust or other custodial account (mutual fund plans only, if applicable).
		
	34.	 	“De Minimis” Small Amount Cashouts. If selected by the Employer, Participant account balances that do not exceed a certain threshold amount will be
automatically cashed out upon the Participant’s Termination of Employment or Death, as provided below [select one]
			
		 	x	 	Yes, amounts that do not exceed the Internal Revenue Code 402(g) limit for a given year will automatically be cashed out ($15,500 for 2007 and 2008) 
			
		 	 ̈	 	No, no “de minimis” small amounts will be cashed out.
	
	By signing this Adoption Agreement, the Employer certifies that it has consulted with legal counsel regarding the effects of the Plan, as applicable, on all parties. The Employer
further certifies that it has and will limit participation in the Plan to a select group of management or highly compensated Employees, Board Members or Other Service Providers, as determined by the Employer in consultation with legal counsel. The
Employer further certifies that it is the Employer’s sole responsibility to ensure that each Participant with the right to direct deemed investments under the Plan that are based on securities issued by the Employer or a member of its
controlled group (as defined in Code Section 414(b) and (c)) will receive a prospectus for any such deemed investment option based on such Employer securities.
	
	The Employer is solely responsible for its compliance with applicable laws, including Federal and state securities and other applicable laws.
	
	Only those elections that are completed shall be considered as provisions applicable to and forming a part of the Plan.

  

 16 

 This Adoption Agreement may only be used in conjunction with the Plan document. All selections in the Adoption Agreement
providing for customized or “other” plan provisions are subject to review for administrative feasibility, and may be subject to additional fees. 
 Terms used in this Adoption Agreement which are defined in the Plan document shall have the meaning given them therein. 
 The Employer hereby
acknowledges that it is adopting this Nonqualified Supplemental Deferred Compensation Plan. Federal legislation or other changes in the law relating to nonqualified deferred compensation or other employee benefit plans may require that the Plan be
amended. 
 *        *        * 
 The undersigned duly authorized owner, or officer of the Employer hereby executes the Plan on behalf of the Employer. 
 Dated this   3   day of November, 2008. 
  

			
	Kraft Foods Global, Inc.
	Employer
		
	By	 	 /s/ Karen May

	Its	 	Executive Vice President

  

 17

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