As long as you’re a full-time employee, you automatically receive Core LTD coverage. You have two coverage options to choose from—50% Core LTD or 60% Core LTD. Both provide a percentage—50% or 60%—of your annual base salary.

Your annual base salary is defined as your annual base pay, excluding overtime and commissions. If your base salary changes during the plan year (January 1 to December 31), your coverage will automatically be adjusted. You can confirm your current coverage in effect at any time during the year via the Coverage tile on MyBenefits Online.

If you’re still disabled after 26 weeks of receiving an STD benefit, you can apply for an LTD benefit. If approved, your LTD benefit equals a percentage of your annual base salary in effect on the date of your disability, up to $15,000 per month. Your LTD benefit is considered taxable income. See the snapshot of disability coverages.

To qualify for LTD benefits, you must be considered disabled as follows.

• For the first 30 months of disability: You’re considered disabled if, during your first 30 months of disability (six months for STD, 24 months for LTD), you’re continuously unable to perform the essential duties of your own occupation due to an illness or injury.
• After the first 30 months of disability: You’re considered disabled if, after considering reasonable accommodation, you’re continuously unable to perform the essential duties of any occupation due to an illness or injury.

Your LTD benefit is reduced by other sources of income, such as:

• An auto insurance plan that provides disability benefits
• Disability or retirement benefits payable under the Canada Pension Plan/Quebec Pension Plan (CPP/QPP)
• A plan in another country for which there’s a reciprocal agreement with the CPP/QPP
• A retirement plan that’s funded by Mondelēz Canada as a result of total disability
• Any other income from employment or other government plans
• Severance pay received from Mondelēz Canada

In addition, LTD benefits are reduced by any income received from the Ontario workers’ compensation program (or a similar program).

If you’re receiving LTD benefits, you must apply for CPP/QPP disability benefits. Otherwise, the estimated CPP/QPP disability benefits for which you may be eligible are deducted from your LTD benefit amount.

If you’re away from work due to a long-term disability, you return to full-time work, but then become disabled due to the same or a related illness or injury within six months following your return; your second disability period is considered a continuation of your first. Your LTD benefit begins again on the first day of your second absence.

If you return to full-time work for more than six months before you again become disabled, your second disability (if approved) is considered a new disability and you’re eligible to receive STD benefits.

While you’re receiving LTD benefits, you don’t pay for Optional Life, Optional AD&D, or Critical Illness Insurance coverages. Any applicable Core Life, Optional Life, Optional AD&D, or Critical Illness Insurance coverage for you, your spouse, and/or your child remains in effect as before your disability—but at no cost to you.

To help with an early return to gainful employment after a long-term disability, you may perform certain work without forfeiting your LTD benefit. If you engage in an approved rehabilitation program, you may be entitled to receive your LTD benefit in addition to the employment income you receive from the rehabilitation program.

You may receive rehabilitation benefits for up to 24 months, provided your income from all sources isn’t more than the annual base salary you received at the time you became disabled.

As long as you continue paying the cost of coverage (if applicable), your Health and/or Dental coverage continues while you’re receiving an LTD benefit. If you don’t authorize the carrier to deduct the cost of your coverage(s) from your LTD benefit, your Health and/or Dental coverage ends.