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The Rewards of Working at Coca-Cola

Total Rewards that Matter To You And Your FamilyAt Coca-Cola, we’re proud of the investments we have made in our rewards program. It’s a part of why we’re a great place to work. Our health, money and career programs and policies are designed to support your physical, emotional, financial and social well-being, and inspire you to be your best.

We are committed to providing health benefits you can continue to count on and to helping you understand all of your choices.

Coca-Cola’s approach to Total Rewards is designed to inspire and encourage you to grow with us. BenefitsPlus supports the personal needs of you and your family and includes best-in-class features where the dollars we spend line up with the benefits you value.

We are not making many changes to BenefitsPlus or other programs this year. However, this brochure highlights the programs available to you, puts the spotlight on some areas of interest, and directs you to the resources you need to make informed decisions during the 2014 BenefitsPlus Annual Enrollment.

Connect. Grow. Win.What does it mean to you?

Since the launch of our Total Rewards program, we have been working to ensure Connect. Grow. Win. is reflected in everything that we do. We are excited that associates throughout the Company have been connecting to the rewards of working here, growing personally and professionally and winning through the work they do and the life they live.

health money career

What does Total Rewards mean to you?Total Rewards is more than just pay and benefits. It’s about the total value of working at Coca-Cola.

HealthTaking care of your physical well-being

Health, Dental, HSA, Prescription Drugs, Vision Care, Other

Medical Services, Employee Assistance Program

CareerInspiring you to grow

for the futureJob Opportunities, Skill Building, Professional

Growth, Personal DevelopmentMoney

Achieving financial fitness and peace of mind

Pension Plan, ESIP, Insurance, Disability Benefits

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What’s InsideA Refresher on Your Total Rewards Program for 2014This brochure provides highlights of some of the programs available to you along with information to help you make decisions during the 2014 BenefitsPlus Annual Enrollment.

Enrollment Is Online Again! | page 16It is fast, easy and convenient to enroll online. Log-in information is on page 16.

Spotlight on Health | page 3BenefitsPlus offers three health and three dental options, making it easy for you to choose the options that are right for you and your family. Coca-Cola shares the cost with you for the BenefitsPlus options you choose.

NEW: Learn about the new enhancement that’s coming to Health Option 1. Go to page 4.

NEW: Look out for the Benefit Contacts on the Go virtual wallet card, to access via smartphone or online to quickly and easily find contact information for benefit providers and other resources.

Spotlight on Financial Well-Being | page 12Coca-Cola’s competitive pay, Employee Savings and Investment Plan (ESIP), pension plan, life insurance and disability plans help you build financial resources, save for the future and protect your income in case the unexpected occurs.

Do you belong to ESIP? Are you making the most of Company contributions? Make sure you are not leaving money on the table. Go to page 12.

Focus on our Employee Assistance Program | page 14Did you know that your family members can also use the Employee Assistance Program (EAP)? Find out more about the wide range of confidential counselling that’s available as well as financial and legal referral services. See page 15.

Learn What’s Coming Your Way | page 15Dates and deadlines for annual enrollment: Find what you need and get ready to enroll over the coming weeks.

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Scan this QR code to access Benefit Contacts on the Go on your phone. You can save the Coca-Cola icon on your phone’s homepage by following the instructions in the 2014 Your Guide to BenefitsPlus. The URL for Benefit Contacts on the Go is:

http://coca-colabenefits.com/canada

Spotlight on HealthHEALTH • PRESCRIPTION DRUGS • DENTAL • VISION • HEALTHCARE SPENDING ACCOUNT

Supporting your good health means providing coverage you can count on when you need it most, so that you can focus on living an active, healthy lifestyle at work and at home. Highlights of Coca-Cola’s three health and three dental options are:

●● No annual maximum for health expenses per person and no annual deductibles per person or per family in any of the health options.

●● Easy point-of-purchase reimbursement through your Pay Direct Drug Card. Also, all pharmacists, and many dentists and paramedical practitioners, can use Sun Life Financial’s online claims submission system.

●● All health options include coverage for a full range of services, but at different reimbursement levels.

●● All associates will be enrolled: There is no option to opt out of health and dental coverage.

●● For associates in British Columbia, Coca-Cola also pays 100% of the MSP (medical services plan) premium for associates and for their eligible dependents.

Annual enrollment is your opportunity to make changes to your benefits for the new plan year that begins January 1, 2014. What options will you choose this year? Give it some thought so that you will make the right choices for you and your family.

2014 Annual EnrollmentNovember 18 – 29, 2013

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An Improvement to Health Option 1BenefitsPlus Health Option 1 includes:

●● A Healthcare Spending Account of $500

●● Coverage for similar services as Health Options 2 and 3 but reimbursement is at 20% for eligible expenses

Health Option 1 is of most interest to associates who have a spouse with a workplace benefits plan. You and your spouse can maximize reimbursement for eligible expenses by coordinating benefits between the plans.

Starting in 2014, Health Option 1 will have a new out-of-pocket maximum of $5,000 per person, which applies to prescription drug costs. This means that the most you will pay out of your own pocket for your share of the cost of eligible prescription drugs is $5,000 per person. After that, the plan pays 100% of the cost of eligible drug expenses for the rest of the calendar year.

Although Health Option 1 features a low reimbursement level, this new feature provides a safety net. It will help to protect associates in Health Option 1 from high drug costs, in the event that they should have an unexpected medical situation arise during the year.

A similar feature is in place for Health Options 2 and 3, although the annual out-of-pocket maximum is triggered at drug expenses above $1,000 per person. (If you live in Quebec and you select Health Option 1, you must supply proof of spousal coverage.)

HERE’S HOw JOHN AND HIS SPOUSE MARy COORDINATE bENEfITS:

John works for Coca-Cola. His spouse Mary has a benefits plan at her workplace that covers them both and reimburses 90% of eligible

prescription drug expenses and 80% of most eligible health expenses. By belonging to BenefitsPlus Health Option 1, John

can claim 20% of his prescription drug and any other eligible health expenses under the Coca-Cola plan. He can then

submit the remaining balance to be paid under Mary’s plan, giving them the opportunity to receive 100% reimbursement for their eligible prescription drug and health expenses.

With John enrolled in BenefitsPlus Dental Option 1, John and Mary are also able to coordinate their dental expenses in the same way and achieve up to 100% reimbursement.

Additionally, they can take advantage of John’s $500 HSA in Health Option 1 and his $250 HSA in Dental

Option 1 to help pay for any remaining amounts that have not been reimbursed.

What will BenefitsPlus cost me?BenefitsPlus features a simple cost-sharing arrangement: Associates pay a share of the cost of Health Options 2 and 3 and Dental Option 3. Details of any payroll deductions will be shown online as part of the enrollment process.

Coordinate benefits with your spouse!Coordination of benefits is available in all health and dental options. If the expenses are for you, Coca-Cola’s plan pays first. Then, submit the remaining expenses to your spouse’s workplace plan (if applicable). Your spouse’s expenses go to his or her employer’s plan first. Submit any remaining expenses to the Coca-Cola plan. Claims for dependent children are submitted first to the plan of the parent whose birthday (month/day) comes earlier in the year.

In all cases, if you have money in your HSA, and you have a leftover expense that has not been reimbursed, you can use your HSA to reimburse that remaining cost. If your spouse has an HSA, it can be used in the same way.

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Healthcare Spending Account (HSA)Health Option 1 and Dental Options 1 and 2 each offer HSA credits to help you pay for a wide range of expenses in a variety of eligible ways.

HSA credits are provided on a per associate basis and will be deposited into your HSA on January 1, 2014 as follows:

Want to know more about the many ways you can use HSA credits? There’s more in Your Guide to BenefitsPlus or check out the tutorial Getting the Most from Your Healthcare Spending Account. Go to the 2014 Enrollment Resource Centre on the Company intranet.

HERE’S HOw JOHN SPENT HIS HSA CREDITS:

By belonging to BenefitsPlus Health Option 1 and Dental Option 1, John has a total HSA balance of $750. He spends $250 of that toward a second set of glasses for his son and spends $250 toward his 50% share of the cost of a crown. After that, he still has $250 in credits left in his HSA.

If you choose… You’ll receive HSA credits of…

Health Option 1 $500

Dental Option 1 $250

Dental Option 2 $100

HSA credits can be used over a two-year periodHSA credits can be carried forward for one year only. If they are not used by the end of the carry forward year, you will lose them.

If you had an HSA in 2013, and you have unused HSA credits as of December 31, 2013, you can carry them forward to 2014.

●● Remaining credits from 2012 must be used before the end of 2013. You have until March 1, 2014 to submit any claims for expenses incurred before December 31, 2013.

●● Expenses cannot be carried forward.

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which Health Option is Right for You and Your Family?The table below outlines what is covered in Health Options 1, 2 and 3. The eligible expenses are the maximum expenses on which reimbursement is calculated. Sun Life’s website shows eligible expenses for each benefit. The reimbursement rate x eligible expenses gives the maximum paid dollar amount.

BenefitsPlus Health Options

Option 1Healthcare Spending Account (HSA) $500 per associateOut-of-pocket annual maximum (per person) Maximum of $5,000 for prescription drugs

All maximum paid amounts noted below are per covered personVision care 20% x $250 (eligible expenses) = $50 (maximum paid) per person

every 24 monthsEye exams 20% reimbursement of the cost of one exam per person per 24

months (one per person per 12 months for dependents under 18)Hearing aids 20% x $625 (eligible expenses) = $125 (maximum paid) per person

every five yearsSemi-private hospitalaccommodation

20% x $250 (eligible expenses) = $50 (maximum paid) per person per day

Physiotherapy services 20% x $1,250 (eligible expenses) = $250 (maximum paid) per person per year

Paramedical services (eligible practitioners include:acupuncturists, chiropractors, chiropodists/podiatrists, massage therapists, naturopaths, osteopaths, psychologists and speech language pathologists)*

20% x $625 (eligible expenses) = $125 (maximum paid) per practitioner per year ($250 combined for all practitioners)

Orthopedic shoes 20% x $150 (eligible expenses) = $30 (maximum paid) per year, if prescribed

Orthotics 20% reimbursement of the cost of one pair per year (under 18) or one pair every two years (18 and older), if prescribed

Other medical supplies and services 20% reimbursement of eligible expenses to the following maximums for:

●● Durable equipment for temporary therapeutic use

●● Blood glucose monitors: 20% of $150 (eligible expenses) = $30 maximum paid), every five years

●● Surgical brassieres and support stockings to maximum of two per calendar year

●● Hairpieces: 20% of $250 (eligible expenses) = $50 (maximum paid), lifetime maximum

●● Trusses, crutches, braces, prostheses, oxygen, casts

Private duty nursing 20% x $25,000 (eligible expenses) = $5,000 (maximum paid) per person every three calendar years

Emergency out-of-province/out-of-country health coverage and travel assistance

100% emergency coverage to a lifetime maximum of $1 million per person

*There is no coverage for homeopaths, audiologists, dieticians or occupational therapists.

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Option 2 Option 3None NoneMaximum of $1,000 for prescription drugs Maximum of $1,000 for prescription drugs

80% x $250 (eligible expenses) = $200 (maximum paid) per person every 24 months

100% x $350 (eligible expenses) = $350 (maximum paid) every 24 months

80% reimbursement of the cost of one exam per person per 24 months (one per person per 12 months for dependents under 18)

100% reimbursement of the cost of one exam per person per 24 months (one per person per 12 months for dependents under 18)

80% x $500 (eligible expenses) = $400 (maximum paid) per person every five years

100% x $750 (eligible expenses) = $750 (maximum paid) per person every five years



80% x $1,000 (eligible expenses) = $800 (maximum paid) per person per year

100% x $1,500 (eligible expenses) = $1,500 (maximum paid) per person per year

80% x $500 (eligible expenses) = $400 (maximum paid) per practitioner per year ($800 combined for all practitioners)

100% x $750 (eligible expenses) = $750 (maximum paid) per practitioner per year ($1,500 combined for all practitioners)

80% x $150 (eligible expenses) = $120 (maximum paid) per year, if prescribed

100% x $150 (eligible expenses) = $150 (maximum paid) per year, if prescribed

80% reimbursement of the cost of one pair per year (under 18) or one pair every two years (18 and older), if prescribed

100% reimbursement of the cost of one pair per year (under 18) or one pair every two years (18 and older), if prescribed

80% reimbursement of eligible expenses to the following maximums for:


●● Blood glucose monitors: 80% of $150 (eligible expenses) = $120 (maximum paid), every five years



●● Trusses, crutches, braces, prostheses, oxygen, casts

100% reimbursement of eligible expenses to the following maximums for:


●● Blood glucose monitors: 100% of $150 (eligible expenses) = $150 (maximum paid), every five years



●● Trusses, crutches, braces, prostheses, oxygen, casts80% x $25,000 (eligible expenses) = $20,000 (maximum paid) per person every three calendar years

100% x $25,000 (eligible expenses) = $25,000 (maximum paid) per person every three calendar years



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facts About your Prescription Drug CoverageNational Drug formulary●● Health Options 2 and 3 determine the reimbursement for

drug claims by referring to a National Formulary, which is a list of specific drugs. If a drug is on the list, it is reimbursed at a higher rate than a drug that is not on the list. The National Formulary includes many prescription drugs, life-sustaining over-the-counter drugs and therapeutic non-prescription drugs in the Monographs section of the Compendium of Pharmaceuticals and Specialties. It does not include supplements, experimental drugs, anti-obesity drugs, most contraceptives and injectable drugs. To find out if a drug is on the National Formulary, call Sun Life Financial at 1-800-361-6212 between 8 a.m. and 8 p.m., Eastern time, and supply the Drug Identification Number (DIN).

●● For Quebec residents who select Health Option 2 or 3, BenefitsPlus will comply with Quebec’s RAMQ minimum requirements. If a RAMQ eligible drug is not listed on the National Formulary, it will be reimbursed at the RAMQ minimum level.

Out-of-Pocket Annual Maximum●● All three health options include an out-of-pocket annual

maximum. This means that there is a limit on the amount you will pay out of your own pocket every year for your share of the cost of eligible prescription drugs. After the limit is reached, the plan pays 100% of eligible expenses for the rest of the year. This maximum is designed to protect you from excessive drug costs.

●● The out-of-pocket annual maximum is $5,000 per person in Health Option 1 and $1,000 per person in Health Options 2 and 3.

●● For Quebec residents who select Health Option 2 or 3, RAMQ’s out-of-pocket limit will apply to prescription drugs. For information about RAMQ rules, visit www.ramq.gouv.qc.ca, choose “Citizens,” then the tab for “Prescription drug insurance.”

Dispensing fee Cap●● BenefitsPlus sets a maximum or “cap” on the dispensing

fee amount that will be reimbursed. The dispensing fee is the amount the pharmacy charges, per prescription, for dispensing medication and offering advice. These fees vary widely among pharmacies. If the dispensing fee you are charged is higher than the cap, you pay the difference. That’s why prescription drugs serve as a good example of how you can manage your own expenses within BenefitsPlus. Shop around and save money by selecting a pharmacy with a lower dispensing fee.

●● In Quebec, pharmacists include their professional services within the total cost of the prescription. Therefore, the dispensing fee cap does not apply on prescriptions filled in Quebec.

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Pay Direct Drug CardEveryone, regardless of the health option selected, can use their Pay Direct Drug Card to simplify the reimbursement process for buying prescription drugs. Your pharmacist will use the card to process your purchase and to determine the portion you pay at the point of sale, based on your eligible coverage. If a dependent child is living away from home (e.g., at university), you can request another card.

BenefitsPlus Health Options

Option 1 Option 2 Option 3

Prescription drugs on the National Formulary

20% reimbursement for all drugs legally requiring a prescription

85% reimbursement (for drugs legally requiring a prescription on the National Formulary)

100% reimbursement (for drugs legally requiring a prescription on the National Formulary)

Prescription drugs NOT on the National Formulary

20% reimbursement for all drugs legally requiring a prescription

70% reimbursement (for drugs legally requiring a prescription but not on the National Formulary)

85% reimbursement (for drugs legally requiring a prescription but not on the National Formulary)

Drug substitution limit: The plan reimburses for whichever is the lowest cost drug – either the generic or brand name.

Yes Yes Yes

Charges in excess of the lowest priced drug are not covered.

Out-of-pocket annual maximum (per person)

Maximum of $5,000 Maximum of $1,000* Maximum of $1,000*

Maximum dispensing fee coverage per prescription (does not apply in Quebec)

$8 $8 $10

Pay Direct Drug Card Yes Yes Yes

Smoking cessation treatments

Lifetime maximum of 20% of $500 (eligible expenses) = $100 (maximum paid) for each person



Fertility drugs Lifetime maximum of 20% of $3,000 (eligible expenses) = $600 (maximum paid) for each person

Lifetime maximum of 80% of $3,000 (eligible expenses) = $2,400 (maximum paid) for each person

Lifetime maximum of 100% of $3,000 (eligible expenses) = $3,000 (maximum paid) for each person

Erectile dysfunction drugs No coverage No coverage Maximum of 100% of $1,200 (eligible expenses) = $1,200 (maximum paid) per year per person

Anti-obesity treatments No coverage No coverage Maximum of 100% of $1,800 (eligible expenses) = $1,800 (maximum paid) per year per person

* For Quebec residents, RAMQ’s out-of-pocket maximum will apply.

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benefitsPlus Dental OptionsThe BenefitsPlus Dental Option 1 is designed for associates whose spouses have coverage in the workplace. It includes $250 toward your HSA. The HSA under Dental Option 2 is $100. Dental Options 2 and 3 provide progressively higher reimbursement for major services, although they both cover basic services at 100%.

The table below outlines what is covered in Dental Options 1, 2 and 3. In all of the dental options, there is an annual maximum paid dollar amount per person for basic/major restorative services combined and a lifetime maximum paid dollar amount per dependent child age 6 to 19 for orthodontics. The reimbursement rate applies to eligible claims until the maximum paid dollar amount is reached.

BenefitsPlus Dental OptionsOption 1

Healthcare Spending Account (HSA) $250

Deductible None

Recall frequency Recall oral exam every 6 months

Preventive services (recalls, scaling, fluoride treatment, X-rays)

20% reimbursement for polishing/fluoride every 9 months

Scaling: 2 time units every 6 months (when rendered with recall services)

Radiographs: every 24 months (bitewing every 9 months)

Diagnostic services (oral exams)

Oral exam: every 24 months; limited periodontal exam: every 6 months

Other basic services (fillings, extractions, periodontics, endodontics)

20% reimbursement; coverage of restorations and surgical services, space maintainers, drug injections and anesthesia (with oral surgery)

Major restorative (endodontics/periodontics)

20% reimbursement; endodontics; periodontics: occlusal equilibration (8 time units/year), scaling (in excess of two units every 6 months), root planing (16 time units/year)

Major restorative (dentures, crowns and bridgework)

20% reimbursement; coverage of porcelain/ceramic inlays, restorations and crowns, fixed bridgework and partial and complete dentures as long as need for restoration first appeared during period of coverage; major surgery

Orthodontics Lifetime maximum paid of 50% of $6,000 (eligible expenses) = $3,000 (maximum paid) per dependent child between ages 6 and 19

Coverage and annual/lifetime maximums A paid dollar limit on eligible claims of $1,000/year (basic/major restorative combined) for the member and each covered dependent

$3,000 paid lifetime maximum (orthodontics) per child for dependent children between ages 6 and 19

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Option 2 Option 3

$100 None

$25 deductible (basic/major restorative) per person, maximum of $75 per family per year

None

Recall oral exam every 9 months Recall oral exam every 6 months



Radiographs every 24 months (bitewing every 9 months)



Radiographs: every 24 months (bitewing every 6 months)







50% reimbursement; coverage of porcelain/ceramic inlays, restorations and crowns, fixed bridgework and partial and complete dentures as long as need for restoration first appeared during period of coverage; major surgery

80% reimbursement; coverage of porcelain/ceramic inlays, restorations and crowns, fixed bridgework and partial and complete dentures as long as need for restoration appeared during period of coverage; major surgery

No coverage Lifetime maximum paid of 50% of $6,000 (eligible expenses) = $3,000 (maximum paid) per dependent child between ages 6 and 19

A paid dollar limit on eligible claims of $1,500/year (basic/major restorative combined) for the member and each covered dependent

A paid dollar limit on eligible claims of $2,500/year (basic/major restorative combined) for the member and each covered dependent

$3,000 paid lifetime maximum (orthodontics) per child for dependent children between ages 6 and 19

Coverage under each Dental option is based on your province’s current Dental Association Fee Guide for general dental practitioners. If alternative procedures are available, coverage will be based on the lowest-cost procedure.

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Spotlight on Financial Well-BeingCOMPETITIVE PAy • PENSION PLAN • ESIP • INSURANCE AND DISAbILITy

Coca-Cola will continue to offer competitive pay programs that reward strong performance, while working to keep those programs consistent across the Company.

Coca-Cola also offers a retirement program that combines a pension plan and an Employee Savings and Investment Plan (ESIP) to help you save for the long term. Coca-Cola funds the pension plan as a foundation for retirement at no cost to you, while ESIP provides you with an opportunity to receive additional retirement benefits from Coca-Cola if you choose to participate.

See your Collective Bargaining Agreement (CBA) for details about your pension plan.

Plus, our insurance and disability benefits are in place to give you peace of mind if unexpected events prevent you from earning an income or require you to adapt to a disability. See your Collective Bargaining Agreement (CBA) for details about your pension plan.

Financial tip! Smart money management includes keeping your beneficiary decisions up-to-date so that our records reflect your wishes in the event of your death before retirement. Watch for a personalized mailing asking you to review and update your beneficiaries for the pension plan as well as your beneficiaries for your insurance benefits.

Putting the focus on ESIPESIP is a voluntary savings plan designed to help associates to focus on long-term savings. It is an additional retirement savings opportunity, separate from the pension plan.

ESIP tip! But it’s up to you to decide to take advantage of ESIP. Have you joined? Are you contributing the most you can? Don’t leave money on the table by missing out on the Company match!

●● ESIP is funded partially by associates and partially by the Company. Associates make voluntary contributions and the Company matches those contributions in units of The Coca-Cola Company stock:

– Associates may contribute up to 10% of their eligible earnings to ESIP.

– Union hourly associates receive a 50% Company match on their contributions up to 6% of earnings.

– The Company match begins after 12 consecutive months of full-time, permanent employment with at least 1,000 hours of service. You own Company contributions right from the start.

●● Associate contributions are made through payroll deduction and are transferred to the Plan each pay period. Company match contributions, which are in units of The Coca-Cola Company stock, are deposited at the same time.

●● Associates may choose their investments and make changes to their investments as often and whenever they choose to do so.

Who can join? All full-time permanent associates are eligible to participate once they have completed a 60-day waiting period. If you are not a member of ESIP yet, and are eligible to participate, consider joining now. Visit the Life & Career section of the Company intranet or call the HeRe! Team for more information.

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your Insurance and Disability benefits

Life InsuranceYour Basic and Optional Life Insurance and Accidental Death & Dismemberment (AD&D) Insurance plans will continue under BenefitsPlus at the same plan design and cost as was offered in 2013.

Short-Term Disability (STD) See your Collective Bargaining Agreement (CBA) for details of your Short-Term Disability (STD).

Long-Term Disability (LTD)See your Collective Bargaining Agreement (CBA) for details of your Long-Term Disability (LTD).

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Focus on: our Employee Assistance ProgramAll of us need a little help now and then…All associates and their eligible family members can use Employee Assistance Program (EAP) services, including up to eight sessions of face-to-face counselling per issue and unlimited telephone and online services. Shepell·fgi provides the EAP service which helps with family issues, financial consultations and legal matters.

Is it confidential? Yes: The program is 100% confidential. Shepell·fgi will not share any individual information either with associates themselves about their family members who use the program, or with the Company regarding associates and/or their families who use the EAP program.

For details and contact information, see the Life happens. Let us help. insert included with this brochure. Make sure your family members know they can also call.

MarilynWhen Marilyn’s new job landed her with increased responsibilities, a steep

learning curve and crazy deadlines, she uncharacteristically began to lash out at co-workers and family members. That’s when she knew she needed some help to cope, so she called her EAP and gained valuable support to manage her stress and a referral to a counsellor, to help bring her life and her relationships back into balance.

OlessiaAs a single mom Olessia is a great parent to her teenage son but sometimes they just have a hard time communicating with one another, especially about issues that really matter – like when her son experienced some cyber bullying last year. Olessia gave her EAP contact information to her son so that when he was ready, he could call the EAP to talk, without his Mom or Coca-Cola ever knowing that he called or what they talked about.

DeclanRecently, Declan lost his 32-year-old spouse Nola in a car accident. Nola died with debt

and without a will. Her death not only left Declan facing many emotional issues, it also left him with new financial challenges and end of life issues he had never thought about before. He contacted Coca-Cola’s EAP. At first, Declan just needed a bit of help finding a financial advisor; but then he used the EAP to find a lawyer to help him write a will. Today, Declan’s life is heading in a healthier direction – both financially and personally.

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To Do Why It’s Important

Consider your health and dental options

You can choose from three health options and three dental options, and you’ll continue to share the costs with Coca-Cola. For 2014, there are no significant changes to these options, although there will be some cost adjustments.

Review your insurance needs When the unexpected happens, the value of insurance becomes clear. Decide if you want to purchase additional Optional Life Insurance and Accidental Death & Dismemberment (AD&D) Insurance for yourself and your family.

Visit Your Guide to BenefitsPlus posted on the 2014 Enrollment Resource Centre

This handy step-by-step guide has all the program details and links to tools and resources to help you make your choices.

Use Your 2014 Enrollment Checklist posted on the 2014 Enrollment Resource Centre

Use this to-do list to stay on track with important enrollment steps, such as updating your dependents and beneficiaries.

Take advantage of wellness opportunities

Flu shot and health screenings are taking place from October 29 to November 26, 2013. Details are in Your 2014 Enrollment Checklist.

Did You Review Your ESIP Investment Selections?

What’s Coming Your Way...

Need help understanding coverage under your benefit plan options during the enrollment period from November 18 through November 29, 2013?Call the HeRe! Team at 1-888-818-4373, Monday to Friday, from 8 a.m. to 8 p.m. Eastern time to help you think through your health, dental and insurance plan choices for 2014.

You can call Sun Life Financial at 1-800-361-6212, Monday to Friday, from 8 a.m. to 8 p.m. Eastern time, with questions about claims, HSA credits and access to the Sun Life Financial internet site. You can also visit www.mysunlife.ca to review this information online.

After the enrollment period ends, you can continue to call the HeRe! Team for questions about BenefitsPlus.

Get ready to enroll:

Access the Coca-Cola intranet from work or from a Company-issued laptop at http://home.coca-cola.com. It’s accessible 24/7. From home, go to http://employee.coca-cola.com. You will require your Coca-Cola user name and password. If you can’t remember your log-in information, contact the Coca-Cola Global Support Center (IT Help Desk) at 1-800-943-8387.

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It’s all on one place: You can also link directly from the 2014 Enrollment Resource Centre to www.mysunlife.ca by selecting “Sun Life” under “Quick Links.” Here you can find information about your claims, claims status, HSA credit balance and pre-populated forms. You’ll find all the forms you’ll need to name your beneficiaries, add or remove dependents, verify your dependent child’s student status, or provide Evidence of Insurability. Each form includes return address information. Changes will not take effect until your form has been received and processed.

Enroll for Benefits: November 18 – 29, 2013Enroll online – it’s as easy as 1, 2, 3!

1. Simply access the Company intranet from work or a Company-issued laptop at http://home.coca-cola.com to get started. It is accessible 24/7. From home go to http://employee.coca-cola.com. You will require your Coca-Cola user name and password. (See page 15 for log-in tips.)

– Single Sign-On: Once you log in to the Coca-Cola intranet, you will have access

to all the information resources without having to sign in a second time.

2. Go to the 2014 Enrollment Resource Centre on the Coca-Cola intranet (found under “Life & Career” located at the top right of the Coca-Cola homepage) and look for the “Enroll Now” button.

3. As you make your selections and move through the screens, your choices will be saved, so you can leave the site and come back as many times as you wish during the enrollment period. You must choose “save and submit” to finalize your selections before 11:59 p.m. Eastern time on November 29, 2013.

Important! If you don’t actively enroll during the annual enrollment period, you will retain the same coverage options that you had during the 2013 plan year.

Changes to Your Benefits During the YearAnnual enrollment is your only opportunity during the year to change your health, dental and optional insurance coverage, unless you experience a qualified Life Event Change such as marriage (or completion of 12 months of cohabitation with a common-law spouse); separation, divorce or termination of cohabitation with an eligible spouse; birth, adoption or change in custody/dependency of

a child; death of a covered person; termination of your spouse’s coverage under another employer’s plan or change in employment status such as

part-time to full-time or vice-versa. Starting in 2014, if associates would like to insure a new dependent, they must supply proof of dependency status. This could include a birth certificate, or a marriage certificate, for example. Information regarding this process will be provided once new dependents are added during a Life Event Change in 2014.

New HiresYou have 45 days from your hire date to enroll. If you don’t enroll within 45 days, you will be automatically enrolled in Health Option 2 and Dental

Option 2 and cannot change these options unless you have a qualified Life Event Change or until the next annual enrollment.

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Notes

1717

Benefits coverage is provided by third-party insurance agencies for the benefits provided in the Plan. All benefits are subject to the terms and conditions of the master agreements with the third-party insurance agency, which are the governing documents. Coca-Cola reserves the right to amend the Benefits Plan at any time, including after an associate’s termination of employment or retirement. Such an amendment may include a reduction or elimination of benefits, or an increase in costs.

November 2013 | BRO-B-CCNAG-UNION

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