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For U.S. Hourly Employees

Your Annual Enrollment Guide

L I F E I N S U R A N C E w e l l n e s s D E N TA L V I s I O n M E D I C A L w O R K / l I F e G R O U P l e G A l H E A LT H A D V O C AT E R e I M B U R s e M e n T A C C O U n T s

It’s Time to EnrollYou won’t see many benefits changes in 2012. That means you have the opportunity to better understand what you have now – instead of learning about more changes. The more you know, the more useful and valuable your benefits will be to you.

As is the case every year, health care costs have increased, so we’ll all need to pay more for those benefits. PepsiCo will pick up the majority of the increases. The few changes we are making are designed to encourage you to use your benefits well so you get the most value out of the plan – see pages 10 to 13.

We also want to highlight some benefits that give you access to expert medical advice and the best quality of care – and improve your quality of life! See pages 6 to 9.

Enrollment begins October 17. Read on to learn more about your 2012 benefits so you can make the best decisions for you and your family. Be sure to enroll by your deadline – see page 4.

Este folleto contiene un resumen en inglés de sus derechos y beneficios bajo los planes de beneficios de la Compañía. Si usted tiene dificultad entendiendo cualquier parte de este folleto, consulte el Centro de atención My Access Center al 1-866-473-6763 para recibir asistencia con beneficios de seguro y seguro de salud.

This 2012 enrollment Guide (and any additional items or documents referred to in this guide, including the Health Plan Comparison Charts for HMO coverage) is a summary of material modifications (“sMM”) for the PepsiCo employee Health Care Program, Plan number 725 and the PepsiCo Group Insurance Program, Plan number 600. This sMM amends the latest summary Plan Description (“sPD”) that the Plan Administrator determines is applicable to you and must be read together with the sPD. The sMM describes changes and provides clarifications to the sPD regarding the rules applicable to and the benefits provided by the Plan. You should keep this sMM together with the sPD. If you have any questions regarding this sMM, please contact the My Access Center at 1-866-473-6763.

ContentsHow To Enroll . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Enroll By Your Deadline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

New For 2012 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Tools To Help You Decide. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

2012 Benefits Summaries

Medical . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Dental . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26

Vision . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

Reimbursement Accounts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30

Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32

Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33

Group Legal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34

Wellness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35

Contacts & Links . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36

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Enter to Win a Free HDTV!Complete the Your Benefits Resources survey after you enroll and you could win a 50” HDTV! When you complete the survey, you’ll automatically be entered into a raffle.

Trouble Logging On to My PepsiCo (www.mypepsico.com)? Call the PepsiCo support Center at 1-888-PepsiCo (1-888-737-7426). Help is available 24/7.

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You will enroll in your benefits using PepsiCo’s online enrollment system, Your Benefits Resources™ (YBR).

How To Enroll

To Access YBR and enroll in 2012 Benefits:

1 Go to www.mypepsico.com.

2 enter your 8-digit Global Personnel ID and your password, then click “login.” Note: Passwords expire after 90 days. If your password has expired, you’ll be directed

to the PepsiCo Identity Management site to set a new password.

3 slide your cursor over the Benefits and Careers tab and click “Your Benefits Resources.”

4 Click the “enroll” link in the Action needed box and followthe steps to enroll.

View Your 2012 Benefits and CostsYou can view and print your personalized benefit choices and costs from YBR before you enroll. simply log on to YBR using the four easy steps to the left and click the printer icon at the top of the page you want to print.

Can’t access your information online? Just call the My Access Center at 1-866-HR-FOR-Me (1-866-473-6763) and a personalized worksheet can be mailed to you. Note that it can takeup to three business days to process your request and you’ll need to allow for mailing time – so plan accordingly.

Questions?we encourage you to enroll online and use the tools on Your Benefits Resources to make the best benefits choices for you and your family. If you can’t enroll online or have questions, call the My Access Center to enroll at 1-866-HR-FOR-Me (1-866-473-6763). My Access Center representatives are available 8 a.m. to 5 p.m. Central time, Monday through Friday.

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Update Your Contact InformationAnnual enrollment is a good time to check your personal information – address, phone numbers, emergency contact, etc. This ensures benefits materials are sent to the right address throughout the year and that PepsiCo can reach you in case of an emergency. Go to www.mypepsico.com and click on “My SAP.” Go to the Employee Self-Service tab and select “Personal Information.” Click on the information that needs to be changed by following the instructions.

If you are a PBC employee (except Gatorade and Tropicana), contact your local HR representative to update your contact information.

If You Don’t enrollYou’ll receive the same coverage you had in 2011, if available, at the 2012 rates, except for the Health Care Reimbursement Account (HCRA) and the Dependent Care Reimbursement Account (DCRA). Also note:

• Your contribution for HCRA or DCRA will default to $0 if you do not make an election for 2012. You’ll have to wait until the next Annual enrollment period to enroll in these benefits, unless you have a qualified change in status during the year.

• Your Health savings Account contribution will default to $0 if you do not make an election for 2012, however you can start contributions at any time during the year.

If you do not make a medical plan election for 2012, you (and any dependents you are currently covering) will receive the same coverage you had in 2011. If the HMO you were covered by was eliminated, you will automatically be enrolled in the Core Medical Option. The $600 alternate coverage contribution will also continue for 2012 if you do not make any changes to your medical plan election.

The enrollment period starts Monday, October 17 for all employees. Your enrollment deadline depends on where you live.

Friday, November 4 (pep 1)

Connecticut, Illinois, Indiana, Maine, Massachusetts, Michigan, New Hampshire, New Jersey, New York, Ohio, Pennsylvania, Rhode Island, Vermont, Wisconsin


Alabama, Delaware, Florida, Georgia, Kentucky, Maryland, Mississippi, North Carolina, South Carolina, Tennessee, Virginia, Washington DC, West Virginia


Alaska, Arizona, Arkansas, California, Colorado, Hawaii, Idaho, Iowa, Kansas, Louisiana, Minnesota, Missouri, Montana, Nebraska, Nevada, New Mexico, North Dakota, Oklahoma, Oregon, South Dakota, Texas, Utah, Washington, Wyoming

If you live in this state: Your enrollment deadline is:

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Enroll By Your Deadline

You can still sign up for text message reminders about enrollment. Simply text pep1, pep2 or pep3 (depending on your location) to 23613 to get started.

Tobacco Users: Take Note PepsiCo invests in wellness programs to help you and your family manage a variety of health issues, kick a bad habit or get on the path to a healthier lifestyle. If you (and/or your spouse/partner) have used a tobacco product at least once in the last six months, you are encouraged to complete a tobacco-free program between May 1, 2011 and november 30, 2011. Tobacco users who do not complete a tobacco-free program in this timeframe will pay a $600 medical plan surcharge for 2012. You can enroll in Breathe™, the Healthy living tobacco-free program at www.healthyliving.pepsico.com or call Carewise at 1-888-383-7971.

How the Breathe Program Works: Breathe is tailored to you – work at your own pace and complete the program in as little as four weeks or as long as sixteen. Completion of the program is based on enrollment into a Breathe program and completing four qualifying activities*, such as online surveys, telephone coaching sessions or ordering nicotine replacement therapy. Call 1-888-383-7971 to learn more. You are not required to stop using tobacco products in order to complete the program.

If you (and/or your spouse/partner) don’t complete Breathe by November 30, 2011, the surcharge will begin with your first paycheck in January and continue for at least six weeks. You can complete Breathe at any time after november 30, 2011 and the surcharge will be stopped as soon as administratively possible (after a minimum of six weeks).

If you (and/or your spouse/partner) haven’t used tobacco products at all since May 1, 2011, you must change your tobacco user status to “none” on Your Benefits Resources while you’re enrolling for 2012 benefits. If you don’t, you (and/or your spouse/partner) will be subject to the $600 medical plan surcharge beginning with your first paycheck in January.

The tobacco surcharge applies to tobacco users who are enrolled in Core Medical, Core Plus Medical, Healthy Advantage or an HMO.

* Activities must be completed on separate days to qualify (excluding the 7-day tracker which can be done in addition to any other activity on any day).

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In addition to great health care coverage, PepsiCo provides something extra: access to quality care and expert medical advice. The resources listed here are available for a wide range of health issues – from the routine to the more complex.

new Health Advocate At Your servicenavigating the health care system can be confusing and complex. Health Advocate gives you one place to go for all of your health care needs and questions.

Health Advocate provides confidential one-on-one assistance from an expert staff of health care, benefits and claims professionals to help you save time, money and worry. It’s available to you, your spouse/partner, your children, and your parents and parents-in-law – all at no cost to you and regardless of your medical coverage election.

Health Advocate can help you and your family:

• Navigate your health plan benefits to ensure you access the most appropriate services for your situation.

• Find qualified, network health care providers – doctors, dentists, hospitals, etc.

• Make appointments, including those with hard-to-reach specialists.

• Provide cost estimates for medical procedures.

• Locate eldercare services, such as finding adult day care, assisted living and other related issues facing parents and parents-in-law.

• Deal with the medical plan carriers directly (including Medicare) to untangle claims, negotiate billing and payment arrangements, uncover billing errors, and obtain appropriate approvals for services.

• Explain conditions and answer routine questions about tests, treatments and medications.

• Assist with the transfer of medical records, X-rays and lab results.

• Save on medical expenses by negotiating provider discounts or finding alternate options for uncovered services.

Health Advocate isn’t exactly “new” for all employees. PBC has offered this resource since 2008. It’s been so successful, we wanted to extend it to all employees at PepsiCo. One thing is new for PBC employees, though: the phone number. See below.

New for 2012:

Focus On Your Health

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Three Easy Ways to Access Health AdvocateGet assistance 24 hours a day, seven days a week:

1. Phone: 1-855-PEP-8585. Advocates are available during normal business hours (Mon.- Fri., 8 a.m. - 9 p.m. Eastern time). Intake staff is also available after hours and during weekends.

2. Email: [email protected]

3. Website: www.HealthAdvocate.com/members

Whatever your health care concern, Health Advocate is on your side and is there to get you the help you need quickly.

NEW! Health Advocate NurseLineNurseLine will now be available through Health Advocate – not Carewise Health. Just call 1-855-PEP-8585 to speak to a nurse. Highly trained nurses are available 24 hours a day, seven days a week to help answer your questions about medical symptoms and medications, explain a health condition and offer simple, self-care tips for non-urgent conditions. Note that NurseLine is available to you if you enroll in the Core Medical, Core Plus Medical or Healthy Advantage Options. Health Advocate advocacy services, on the other hand, are available to all employees regardless of their medical election, including HMOs and waives.

New for 2012:

Focus On Your Health

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New for 2012:

Focus On Your Healthnew Johns Hopkins Travel surgery Benefitemployees who need certain types of cardiac surgery or complex joint replacement can now travel to one of the best medical systems in the country for these types of treatment – Johns Hopkins Medicine in Baltimore, Maryland. Benefits include travel for the patient and a companion from anywhere in the country – plus accommodations and a meal allowance. This benefit is available to employees and family members enrolled in the Core Medical, Core Plus Medical or Healthy Advantage Options.

note that this benefit is only available for specific procedures and only if other requirements can be met – for example, the patient’s ability to travel. You will receive more information about this benefit later this year, including the toll-free number you can call to determine if you qualify.

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New for 2012:

Focus On Your HealthGet Medical expertise when You need It Most with Best DoctorsKeep in mind if you are covered under the Core Medical, Core Plus Medical, or Healthy Advantage Option and are dealing with a complex medical condition, you can call Best Doctors to access the expert medical advice of more than 40,000 doctors who are specialists in their fields.

When to call Best Doctors:

• If you’re uncertain about a complicated medical diagnosis or treatment. Best Doctors can provide an extensive review of medical records and provide a knowledgeable second opinion.

• If you need help finding a leading, recognized physician in your network for non-routine, complex clinical visits (e.g., newly diagnosed with cancer, chronic pain for extended period of time, need for back surgery).

• If you want to speak with a medical expert regarding questions or concerns you have about a complex medical condition.

Best Doctors’ services are completely confidential and available at no cost to you. To find out more, just go to www.bestdoctors.com or call 1-866-904-0910.

Vacation ReminderOne of the most valuable work/life benefits the Company provides is paid vacation. We will continue to provide the same amount of vacation time in 2012, which varies by years of service. Keep in mind that you earn your current year’s vacation over the course of the year. Your vacation must be used in the year it is earned (except as limited by state law).

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The changes we are making to your medical plan in 2012 will help you get the most value out of the plan. Your other benefits (dental, vision, life insurance, etc.) will all stay the same in 2012.

Focus On Benefits Changes

Medical Plan Design Changes• Emergency Room (ER) Copay Increasing to $150 on Third Visit

If you are enrolled in the Core Medical or Core Plus Medical Option and visit the emergency room more than two times in a calendar year, your eR copay will increase from $100 to $150 per person starting with the third visit by the same individual. The eR copay applies if you are in- or out-of-network. If you are admitted to the hospital, the eR copay will be waived and you’ll pay only the applicable deductible and coinsurance. Of course, if you have a true emergency, you should go to the nearest emergency room. Please note: The eR copay does not apply under the Healthy Advantage Option.

• New Core Plus Medical Deductibles for PBC EmployeesPBC employees enrolled in the Core Plus Medical Option will see their deductible increase to $450 per individual and $900 per family for in-network care. These changes bring PBC employees’ deductibles in line with the rest of PepsiCo. The deductible is the amount you pay each year before you and PepsiCo start to share expenses through coinsurance.

If you need care outside of your doctor’s business hours or in an urgent situation, consider an urgent care center. Many have extended hours, can accommodate you quickly and cost far less than an emergency room visit. To find the nearest urgent care center in your network, use the online provider directory on YBR or call your carrier. You should print out the list of urgent care centers so it is handy when you need it.

Medical Plan ContributionsMedical contributions will vary depending on the medical option you choose, the number of family members you cover and your job level. The price tags for 2012 coverage can be found on YBR.

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With the increase in contributions, it’s more important than ever to elect the right coverage for you and your family. Make sure you understand your total costs – what comes out of your paycheck and what you’ll pay if you need care. Use the Medical Expense Estimator and Help Me Decide tools on YBR for help. Information on those tools is on page 14.

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Focus On Benefits ChangesPrescription Drug Coverage Changes

• New Minimum Mail-Order Payments for Core Medical and Core Plus Medical OptionsIf you enroll in the Core Medical or Core Plus Medical Option, your prescriptions are subject to minimum and maximum payments, which vary by drug type. You’ll never pay less than the minimum or more than the maximum for each prescription. The minimum amounts are increasing in 2012 for mail order only. see the chart on page 19 for the new amounts. note there are no changes to the maximum payments or to your coinsurance.

• More Reasons to Use Mail Order for Long-Term MedicationsIf you take a long-term medication (such as those used to treat high blood pressure or high cholesterol) and fill it at a retail pharmacy, you now have even more reasons to move to mail order. If you continue to buy your long-term drugs at a retail pharmacy, you will now pay 100% of the discounted network price starting with the third purchase. This rule does not apply to access-only drugs since you already pay 100% for these drugs.

Important: If you are enrolled in Core Medical or Core Plus Medical, any additional amounts you have to pay as a result of this new rule will not be protected by the maximum coinsurance payments listed on page 19. If you are enrolled in Healthy Advantage, any additional amounts you pay will not count toward the deductible or out-of-pocket maximum.

Deciding how and where to get your prescription drugs is an important factor in what you’ll pay during the year. Go to www.medco.com to transfer your medications from your retail pharmacy to the Medco Pharmacy. You can also use “My Rx Choices” to determine which medications you can save money on by switching to generic.

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Precertification Moving to Medical Carrierseach medical plan requires that certain procedures and treatments be approved ahead of time – for example, a non-emergency hospital stay. while the services that require precertification aren’t changing, the process you follow to precertify is for Core Medical, Core Plus Medical and Healthy Advantage.

starting in 2012, you will call your medical plan carrier – BlueCross Blueshield or UnitedHealthcare – instead of Carewise Health for all precertifications. For HMOs, you should still contact your local HMO plan. You will be getting a new medical ID card in the mail in December with the new instructions. You should always call your medical carrier when you are not sure whether or not your care needs precertification.

HMO Changes HMOs will continue to be offered where they provide good value. In 2012, we’ll be eliminating the following HMOs due to significant rate increases that make these plans less affordable:

• MVP (new York)

• BlueChoice (Missouri)

If you are currently enrolled in an HMO that will continue in 2012, keep in mind there will be changes in price tags. For some HMOs, there may also be changes to copays and changes to coverage levels for certain benefits. In this case, you will receive a separate communication detailing the changes.

If you plan to stay enrolled in an HMO in 2012, go to YBR and use these tools to make sure an HMO is still the right choice for you and your family:

• Health Plan Comparison Charts to understand the HMO coverage available to you.

• Medical Expense Estimator to see how HMO costs compare to your other medical options.

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Take advantage of these tools on YBR to help you choose the benefits options best for you.

Win Free Medical Coverage for One Year!Use either Help Me Decide or the Medical Expense Estimator during this enrollment period and you could be one of 10 lucky raffle winners to have your medical contributions paid 100% in 2012! Your name will automatically be entered into the drawing when you use the tool.

Help Me Decide “Help Me Decide” helps you determine the right medical, dental and vision options for you and your family by providing specific, personalized enrollment suggestions in minutes. Answer a few simple questions about your needs and preferences and “Help Me Decide” displays options so you can make your own choice. Find this tool on the “Before You enroll” page, under “what should I enroll In?”

Medical expense estimatorestimate your total medical expenses – out-of-pocket costs and paycheck contributions – under each option to select the most cost-effective plan for you and your family. Access this on the “enroll in Your Benefits” page under “Tools and Calculators.”

Health Care Cost summarysee how much you’ve spent out-of-pocket for health care this year based on your claims. Access this on the “enroll in Your Benefits” page under “Tools and Calculators.”

Health Plan Comparison ChartsCompare key plan features so you can choose the right option for you and your family; available for medical, dental and vision. Access this on the “enroll in Your Benefits” page under “Tools and Calculators.”

Tools to Help You Decide

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Check out Your Total Rewards!The Total Rewards website puts personalized information about your Total Rewards all in one place. Total Rewards includes your pay, health benefits, wellness programs, retirement programs, and work/life benefits.

The Total Rewards website provides you with information you won’t find anywhere else and provides tips to help you maximize the value you receive from these important benefits and programs.

Do you know the answers to these questions?

• what will the value of my Company-funded retirement benefit be?

• How much will I need for retirement and am I saving enough?

• Is my family protected in the event something happens to me?

• How much does PepsiCo invest in my Total Rewards?

The answers to these questions and much more is waiting for you at the Total Rewards website. Go now and check back often! Most information is updated weekly.

View your Total Rewards 24/7:Find the link at www.mypepsico.com under Benefits and Careers

• Core Medical Option • HMO (depending on your location)

• Core Plus Medical Option • waive coverage

• Healthy Advantage Option

Plan Feature

Core Medical Option

Core Plus Medical Option

Healthy Advantage Option

In-Network

Out-of-Network

In-Network

Out-of-Network

In-Network

Out-of-Network

You Pay…

Annual Deductible IndividualFamily

$750$1,500

$1,500$3,000

$450$900

$1,500$3,000

$1,250$2,500

$1,500$3,000

Annual Out-of-Pocket Maximum (excludes deductible)

IndividualFamily

$2,500$5,000

$5,000$10,000

$1,500$3,000

$5,000$10,000

$2,500$5,000

$5,000$10,000

The Plan Pays…

Office visits 80% 50% 90% 50% 80% 50%

Preventive Care 100% 0% 100% 0% 100% 0%

Screenings 100% 0% 100% 0% 100% 0%

Hospitalization 80% 50% 90% 50% 80% 50%

Emergency Care 80% 80% 90% 90% 80% 80%

Most Other Medically Necessary Services 80% 50% 90% 50% 80% 50%

Notes: • Care received out-of-network is subject

to reasonable and customary limits.

• If you have family coverage under the Healthy Advantage Option, you must meet the family deductible before the plan starts to share the cost of care for you or any of your covered family members.

• some care requires precertification. Contact your medical plan carrier for more information.

• Preventive care is subject to certain limits. Contact your medical carrier for details.

• Preventive screenings may be subject to certain limitations and may not be covered at 100% if related to non-preventive care. Please contact your medical carrier for details.

• emergency care is subject to a $100 copay per person for the first two visits in a calendar year and $150 for each visit after that. You pay the copay before the deductible or coinsurance are applied. If you’re admitted into the hospital, the copay will be waived. not applicable for Healthy Advantage Option.

Refer to the Health Plan Comparison Charts tool on YBR for more details, including HMO coverage.

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YOUR OPTIONS

Medical

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A Closer look at the Core Medical and Core Plus Medical OptionsThese two medical options work the same way and cover the same medical expenses. They differ in the level of deductibles, coinsurance, out-of-pocket maximums and per-paycheck contributions.

Here are some highlights:

• You pay the deductible. This is the amount you must pay out of your pocket for medical expenses each year before the plan starts to pay benefits. If you are covering family members, there is an individual deductible that applies to each covered family member and a family deductible limit – you’ll never pay more than the family deductible for all family members combined.

• You and the plan share expenses through coinsurance. Once you pay the deductible, the plan will pay a certain percentage of your expenses (shown in the chart at left) for the rest of the year. You’ll pay the remaining portion. This is known as coinsurance.

• Your total annual costs are limited by the out-of-pocket maximum. The total amount you have to pay in coinsurance after you have met the deductible is capped by the out-of-pocket maximum to protect you against high out-of-pocket expenses. There is an individual and a family out-of-pocket maximum. If you are covering family members and the expenses paid in coinsurance for one family member reach the individual out-of-pocket maximum, the plan will pay 100% of that person’s medical expenses for the rest of the year. If eligible expenses paid in coinsurance for all family members combined reach the family maximum, the plan will pay 100% of all eligible medical expenses for the rest of the year.

• Your costs will always be less when you use network providers. There are two advantages to staying in-network. Your deductible and your share of coinsurance will be lower. And your expenses will be reduced through lower negotiated fees with network providers.

• The difference is in the cost. with the Core Medical Option, you pay less in paycheck contributions and more when you receive care. with the Core Plus Medical Option, you pay more in paycheck contributions and less when you receive care. For most people with low to average health care costs, the Core Medical Option is the better choice. The Core Plus Medical Option is designed for frequent health care users like those with chronic conditions or scheduled surgery. The tools described on pages 14-15 will help you make the right decision.

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• In-network preventive care and screenings covered 100%. Preventive care and screenings received from a network provider, including related tests and labs, will be covered at 100% with no deductible. Out-of-network preventive care will not be covered by the plan.

• The options are offered through two provider networks. These are BlueCross Blueshield and UnitedHealthcare. Depending on where you live, you will have either a single medical network or a choice of networks. Your available network(s) will be indicated on YBR, where you can search for doctors and providers using the “Find a Doctor or Hospital” tool.

• Mental health and substance abuse treatment is covered by your medical carrier. Participating providers and claims administration will be handled by your medical plan carrier – either BlueCross Blueshield or UnitedHealthcare.

• Copay on emergency room visits. You will be required to pay the first $100 of emergency room charges – before the deductible and coinsurance are applied. If an individual has more than two visits to the eR in a calendar year, the copay will increase to $150 starting on the third visit. The copay applies if you are in- or out-of-network. If you are admitted to the hospital, the copay will be waived. The copay is designed to discourage the use of the eR for non-emergencies. Of course, if you have a true emergency, you should go to the nearest emergency room. Consider alternatives in other situations – your doctor’s office, an urgent care center or a retail health clinic. Many have extended hours and can accommodate you quickly, and cost far less than an emergency room visit.

• Chiropractic care. The plan covers up to 20 visits per calendar year, subject to the deductibleand coinsurance.

• Prescription drugs are covered through the Medco prescription drug program. There is no deductible to meet for prescription drugs. Your coinsurance will vary based on the type of drug purchased. see page 19 for details.

On the go and want to stay on track with your meds? Or get reminders when you’re running low? Or look up potential lower-cost options? Download the FREE Medco PharmacyTM mobile app at your smart phone app store. Just search “Medco.” *

* These applications may be operated by companies not affiliated with PepsiCo, Inc. (PepsiCo). linked applications, including those affiliated with PepsiCo, may have their own privacy policies or notices, which we strongly suggest you review if you visit any linked applications and their possible associated websites. PepsiCo is not responsible for the privacy practices, actions, collection of confidential information of any such applications and your use of the specific applications themselves, their associated websites or the privacy practices of those third parties. You are responsible for your actions with regard to the applications.

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For This Type of Drug

If You Fill a Prescription Through a Network Pharmacy (30-day supply)

If You Fill a Prescription Through Medco’s Mail Order Service (90-day supply)

Generic You pay 20% with $10 min./$50 max. You pay 20% with $25 min./$100 max.

Preferred Brand You pay 25% with $20 min./$100 max. You pay 25% with $50 min./$200 max.

Non-Preferred Brand You pay 30% with $40 min./$200 max. You pay 30% with $100 min./$400 max.

Elective You pay 30% with $40 min./$200 max. You pay 30% with $100 min./$400 max.

Access-Only You pay 100% of discounted cost You pay 100% of discounted cost

Elective drugs include erectile dysfunction drugs (e.g., Viagra), anorexiants (e.g., Meridia), antifungals (e.g., lamisil), oral contraceptives, infertility drugs and vaginal rings/diaphragms. Access-only drugs include non-sedating antihistamines (nsAs), cosmetic drugs (e.g., Alera) and hair-growth drugs (e.g., Rogaine). They will be available at the discounted network price but you’ll pay 100%. These drugs are being provided as “access-only” because alternate medications are available over the counter (e.g., nsAs) or they serve no medical purpose (e.g., cosmetic and hair-growth drugs). Certain specialty drugs – e.g., self-administered injectables for rheumatoid arthritis, hepatitis C, or multiple sclerosis – are covered under your prescription drug benefit, not your medical plan. This means you must purchase these drugs through Medco’s specialty pharmacy, Accredo.

Note: A $1,500 family out-of-pocket annual maximum applies for generic, preferred brand, non-preferred brand and elective drugs purchased through mail order.

Core Medical and Core Plus Medical Prescription Drug CoverageThe Core Medical and Core Plus Medical Options provide prescription drug coverage through Medco.

Your share of the cost of prescription drugs varies by the type of drug you purchase: generic, preferred brand, non-preferred brand, elective or access-only. You’ll pay less when you buy generic and more when you buy non-preferred.

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Other Important InformationThe following rules apply for the Core Medical and Core Plus Medical Options:

• If you buy a brand-name when a generic equivalent is available, you’ll pay more. You’ll pay 20% of the discounted network price of the generic plus the cost difference between the generic and the brand name. The difference you pay between the brand price and generic will not be limited by the maximum coinsurance payment or the mail order out-of-pocket maximum.

• The most effective way to fill long-term medications is through mail order. To encourage you to purchase prescriptions through mail order, PepsiCo’s prescription drug program includes a special provision that requires you to pay more at retail. More specifically, if you fill a long-term medication at retail, you’ll pay 100% of the discounted network price starting with the third purchase. These additional amounts will not be protected by the maximum coinsurance payments listed on page 19. If you switch your prescription to mail order, you’ll pay the normal coinsurance.

• Maximum payments for certain high-cost specialty drugs purchased via mail order for less than a 61-day supply will be adjusted to ensure mail order is the most effective way to buy these drugs.

log on to Medco’s website, www.medco.com, anytime to look up a drug and find out how it’s classified.

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A Closer look at the Healthy Advantage OptionThe Healthy Advantage Option is a high-deductible health plan with a Health savings Account (HsA) feature. The Healthy Advantage Option works much like the Core Medical and Core Plus Medical Options as explained on pages 16 - 18. There are some key differences with the Healthy Advantage Option:

• Deductibles. The deductible is higher than your other options – $1,250 for employee-only coverage and $2,500 for family coverage (in-network). If you have family coverage, you must meet the entire family deductible before the plan begins to pay benefits.

• Lower Per-Paycheck Contributions. You’ll pay less in paycheck contributions for the Healthy Advantage Option. You can use this extra money to fund your Health savings Account – see page 22.

• Prescription Drug Coverage. Prescription drugs are covered in the same way as any other medical expense. This means the deductible will apply. Once you meet the deductible, the plan will pay 80% and you’ll pay 20% of the prescription drug expense. Also, your drug costs will count toward your out-of-pocket maximum (subject to certain exceptions). note that some preventive drugs are covered with no deductible to meet. You’ll just pay 20% of the cost of the drug. see the box below for more information on preventive drugs.

• Emergency Room Copay. The eR copay will not apply to anyone covered under the Healthy Advantage Option.

• Reimbursement Accounts. If you enroll in the Healthy Advantage Option, you cannot contribute to the Health Care Reimbursement Account. Instead, you are eligible to save money in a Health savings Account to pay your eligible health care expenses.

What’s a Preventive Drug?Under the Healthy Advantage Option, preventive prescription drugs are not subject to the annual deductible. You will simply pay the 20% coinsurance.

A preventive drug is a medication prescribed to help prevent the onset of a condition or event.

Here are some examples:

• Cholesterol-lowering medications (to prevent conditions brought about by high cholesterol)

• Anti-hypertensive medications (to prevent conditions brought about by hypertension or high blood pressure)

• Asthma medication

Is your prescription drug on the preventive list? Call 1-888-PEPSI-RX (1-888-737-7479) to check.

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• Health Savings Account (HSA). You’ll have access to a Health savings Account that allows you to save pre-tax money for eligible health care expenses. Your HsA is portable – your money goes with you if you leave the Company. Any remaining balance at the end of the year rolls over – there’s no “use it or lose it” rule.

You can contribute any amount you’d like, up to the 2012 IRs allowable annual maximum of $3,100 for employee-only coverage or $6,250 for family coverage. Additional annual contributions of up to $1,000 may be made if you are 55 by the end of 2012. (Catch-up contributions cannot be made through PepsiCo – they must be made directly with UMB Bank.)

The money will help you pay for qualified health care expenses throughout the year and in the future, even in retirement. Qualified health care expenses include all expenses covered under your Health Care Reimbursement Account (including dental and vision) plus COBRA premiums, long-term care insurance premiums and Medicare premiums (but not a Medicare supplement policy).

All HsA contributions through PepsiCo are deducted from your paycheck before taxes. You can change your HsA contribution election anytime during the year. Any change in your election will only apply to pay periods after your election change is effective.

If you enroll after January 1, the maximum contribution you can make through PepsiCo will be pro-rated based on the remaining full calendar months after your enrollment is effective. If you have expenses early in the year, you may not have enough funds built up in your HsA to pay the expense at that time with tax-free dollars. You can reimburse yourself with tax-free dollars later, as you make contributions to your account.

How to Make Contributions to your HSA via YBR.You can transfer money from your personal bank account directly to your HSA account by following the steps below:

• Log in to www.mypepsico.com and click on Your Benefits Resources under Benefits and Careers

• Hover over “Health and Insurance”

• Click on “Health Savings” (under Accounts)

• Click on “Your Spending Account” at bottom of the page

• Click on “Health Care” (big blue letters)

• Click on “Manage Your Account,” then “Continue”

• In the left navigation bar, click on “Make Contribution” (under HSA Tools)

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Special Rules for HSAs: Because Health savings Accounts offer tax advantages, they’re governed by federal regulations and have some special rules:

• To open a Health Savings Account, you must be enrolled in a high-deductible health plan – PepsiCo’s Healthy Advantage Option. You may not be covered under any other major medical plan, including a spouse’s/partner’s plan, that is not a high-deductible health plan. However, separate dental and vision coverage, as well as certain other limited medical coverage, is permitted.

• If you have a HCRA balance on December 31, 2011, under IRs rules you can still enroll in the Healthy Advantage Option for medical coverage beginning January 1, 2012, but you will not be able to open an HsA until April 1, 2012 unless you fully spend your HCRA balance by December 31, 2011. This means you will not be able to make contributions to your HsA or receive reimbursements from your HsA for claims incurred prior to April 1, 2012.

• You are not eligible to contribute to a Health savings Account if your spouse has a health care reimbursement account that allows reimbursement of expenses used to satisfy the Healthy Advantage Option deductible.

• You may not contribute to a Health savings Account once you are enrolled in Medicare.

If you elect the Healthy Advantage Option for the first time in 2012, you will receive additional information regarding the HsA, including how the HsA operates, how to open an HsA and how to elect and change your contribution level. Information regarding the account custodian (UMB Bank), investments and fees will also be provided.

If you are already enrolled in the Healthy Advantage Option, your current account will remain in place and the Your Spending Account (YSA) card that was sent to you in 2011 will be good for 2012. Note that you must actively enroll and make HSA contribution elections for 2012 to continue contributions to your account. If you don’t enroll, your contributions will stop.

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Healthy Advantage Prescription Drug CoveragePrescription drugs are covered like any other medical expense under the Healthy Advantage Option. Once you meet the deductible, the plan pays 80% and you pay 20% of eligible expenses. Preventive drugs are not subject to the deductible – see page 21 for more information. Also, access-only drugs (see page 19 for a definition) will be available at the discounted network price but you’ll pay 100%. Any amounts you pay for access-only drugs do not count toward the deductible or out-of-pocket maximum.

Other Important InformationThe following rules apply for the Healthy Advantage Option:

• If you buy a brand-name when a generic equivalent is available, you’ll pay more. The plan will pay benefits based on the generic and you’ll pay the difference. The difference you pay between the brand price and generic will not count toward the deductible or out-of-pocket maximum.

• The most effective way to fill long-term medications is through mail order. To encourage you to purchase prescriptions through mail order, PepsiCo’s prescription drug program includes a special provision that requires you to pay more at retail. More specifically, if you fill a long-term medication at retail, you’ll pay 100% of the discounted network price starting with the third purchase. These additional amounts will not count toward the deductible or out-of-pocket maximums (see page 19). If you switch your prescription to mail order, you’ll pay the 20% coinsurance after the deductible.

• Maximum payments for certain high-cost specialty drugs purchased via mail order for less than a 61-day supply will be adjusted to ensure mail order is the most effective way to buy these drugs.

log on to Medco’s website, www.medco.com, anytime to look up a drug and find out how it’s classified.

Is Healthy Advantage the Right Option for You?You may want to consider choosing the Healthy Advantage Option if:

• Your medical needs (and those of any covered family members) arelow to moderate.

• You use your medical coverage primarily for routine and preventive care.

• You prefer to make lower per-paycheck contributions for coverage and arewilling to pay for the cost of care out of your pocket until you satisfy the plan’s annual deductible.

• You want to save for future qualified medical expenses (perhaps in retirementwith pre-tax dollars).

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HMOs available in some locationsHMO benefit levels vary by plan. The Health Plan Comparison Charts tool on Your Benefits Resources provides details. Go to Your Benefits Resources to see if an HMO is offered to you. with an HMO, you may have copays, which are flat fees for services and supplies instead of deductibles and coinsurance. You often need to coordinate care through a primary care physician (PCP) and out-of-network care is usually not covered, except for certain emergencies.

Medical Plan surchargesPepsiCo invests in wellness programs to help you and your family manage a variety of health issues, including ongoing health conditions, serious illnesses and tobacco use. To encourage the use of these programs, medical plan surcharges apply if you or your spouse/partner are enrolled in Core Medical, Core Plus Medical or Healthy Advantage and are invited to participate in a Care Management program and choose not to participate. A separate medical plan surcharge applies for tobacco use (see page 5).

Note: The maximum annual surcharge is $600 per individual and $1,200 per family.

$600 Alternate Coverage Contribution for spouse/Partner CoverageAn employee whose spouse/partner works full-time and has medical coverage available through the spouse’s/partner’s employer plan will pay an additional $600 a year to cover the spouse/partner under a PepsiCo medical option. Because we keep our medical contributions so affordable, we tend to have a lot of working spouses covered under our plan – it’s basically a better deal. This means we’re bearing extra costs that other employers aren’t.

The $600 alternate coverage contribution encourages working spouses to evaluate their employer’s medical coverage before enrolling in PepsiCo’s plan. You will need to indicate “Yes” or “no” to the alternate coverage contribution when you enroll on Your Benefits Resources if you elect to cover your spouse/partner. employees who answer “no” may be audited to confirm coverage is not available. If other coverage is found to be available (in an audit or otherwise), PepsiCo may apply the alternate coverage contribution retroactively.

• Basic Dental Option

• enhanced Dental Option

• DHMO (depending on your location)

• waive coverage

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DentalYOUR OPTIONS

Both the Basic and Enhanced Dental Options are offered through two provider networks: MetLife and Delta Dental. When you enroll, you choose which provider network you want to use.

4 easy ways to Find a network Dentist

1 Call your dentist, and ask if they participate in the Metlife orDelta Dental networks.

2 Call Metlife (1-888-820-5412) or Delta Dental (1-866-746-3701).

3 Go to Your Benefits Resources and click the link “Find a Dentist.”

4 If you don’t have Internet access, you can call the My AccessCenter at 1-866-HR-FOR-Me (1-866-473-6763) for assistance in finding a network provider.

Enrollment TipWhen deciding between the Basic and Enhanced Dental Options, you’ll want to think about how much and what type of dental treatment you will need as well as whether you’ll use a network dentist. If you’ll be using out-of-network dentists, you may want to elect the Enhanced Dental Option as it will pay a higher level of benefits for out-of-network treatments.

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Here’s a summary of coverage under each option – refer to the Health Plan Comparison Charts tool on YBR for more details, including DHMO coverage, where available. Go to Forms & Publications on www.pepsicoemployee.com for the dental fee schedule for out-of-network care under the Basic Dental Option.

Notes:

• For the Basic Dental Option, benefits for out-of-network services are subject to a fee schedule. For the enhanced Dental Option, benefits for out-of-network services are subject to Reasonable and Customary (R&C) limits. If your dentist charges more than the fee schedule or R&C limit, you’re responsible for paying the difference.

• sealants are covered up to age 19.

• If you expect treatment to be more than $150, you should request a pre-treatment estimate.

Plan Feature

Basic Dental Option Enhanced Dental Option

In-Network Out-of-Network In-Network Out-of-

Network

Deductible (Individual/family)

$0 $25/$75 $0 $50/$150

Diagnostic and preventive care

(Exams, cleanings, sealants, X-rays)

Plan pays 100%Plan pays scheduled

amountPlan pays 100% Plan pays 90%

Minor care (Extractions, root canals, oral surgery, fillings, periodontal cleaning)



Major care (Bridges, dentures, crowns, non-cosmetic implants)



Comprehensive orthodontia(For adults and children)



Lifetime orthodontia maximum $1,500 $1,500 $2,000 $1,500

Annual maximum benefit $2,000 $2,000 $3,000 $2,000

1 eyeMed covers one pair of eyeglass lenses or contact lenses every 12 months, but not both.2 Discount only – not a covered benefit.

If your provider is a member of the EyeMed network, you can receive your vision care services and supplies at discounted rates. The EyeMed network includes more than 40,000 providers and approximately 18,000 locations, including private practice providers and retail chains.Here’s a quick overview of the eyeMed Vision Care Plan. Refer to the Health Plan Comparison Charts tool on YBR for more details.

Plan Feature Network Out-of-Network

Eye exam(one per person per year)

Plan pays 100% Plan pays up to $50

Frames1

(one pair every 12 mos.)Plan pays $60, plus 20% of the retail price over $60; you pay the rest

Plan pays up to $36 per pair

Standard eyeglass lenses1 (one pair every 12 mos.)

• Plan pays 100% for single, bifocal, lenticular, or trifocal lenses

• You pay $65 for standard progressive lenses; the Plan pays the rest

Plan pays up to $36 per pair

Contact lenses1

• Conventional (one pair every 12 mos.)

• Disposable

• Plan pays $100, plus 15% of the retail price over $100; you pay the rest

• Plan pays up to $100

Plan pays up to $100

Plan pays up to $100

Laser vision correction discount(LASIK or PRK through U.S. Laser Network only)

You pay 85% of retail price2 Not covered

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Vision

• eyeMed Vision Care plan

• waive coverage

YOUR OPTIONS

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Considering eyeMed?Figure out how much you spend on vision care each year, then compare the amount to the benefits you receive from eyeMed and the price tag. Members have access to private practice providers or retail chains, including the nation’s top optical retailers, such as LensCrafters, Target Optical, Sears Optical, JC Penney Optical and most Pearle Vision locations.

Vision Discounts – no enrollment RequiredDiscounts at all lensCrafters are available to you at no charge as a PepsiCo employee. There is no need to elect this benefit. show your Company identification, such as your ID card or a pay stub, and save 15% on conventional contact lenses and 20% on eyeglasses (not including eye exams).

For a list of participating providers, go to www.eyemedvisioncare.com and under “Locate a Provider” select the “Access” network. Or use the provider search tool on Your Benefits Resources.

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Reimbursement Accounts

PepsiCo offers two reimbursement accounts – a Health Care Reimbursement Account (HCRA) and a Dependent Care Reimbursement Account (DCRA) – to help you pay for eligible, out-of-pocket expenses such as deductibles and child care. The dollars you set aside will come out of each paycheck tax-free, helping you budget and save money.

Know the Rules1 According to IRS rules, you may not set aside money in a HCRA if you choose the Healthy

Advantage Option. Instead, you are eligible to save money in your HSA.

2 For the 2012 HCRA, you can submit claims for expenses incurred up to March 15, 2013.

3 For the 2012 DCRA, you must incur all claims in the calendar year up to December 31, 2012.

4 You lose any money you don’t use by the deadline.

5 You must submit your claims for eligible expenses by June 30, 2013.

6 You can change your Reimbursement Account contributions during the year only if you have a qualified change in status.

7 Over-the-counter drugs are not eligible for reimbursement from the HCRA without a written prescription from your doctor.

Helping You To enrollGo to Your Benefits Resources and click “estimate Your Health Care Reimbursement Account expenses” or “estimate Your Dependent Care Reimbursement Account expenses” to estimate how much you could save in your Health Care or Dependent Care Reimbursement Accounts.

YOUR OPTIONS

HCRA Reimbursements Made EasyMost health care expenses will be automatically reimbursed from your HCRA if you’re enrolled in the Core Medical or Core Plus Medical Option. You don’t need to do anything – just wait for your checks from SHPS or sign up for direct deposit. To view your account or sign up for direct deposit, visit www.healthyliving.com and click on “Claim Forms and Information” under “My Benefits.”

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Take a look at the Details

Health Care Reimbursement Account

Dependent Care Reimbursement Account

You can contribute: $50 to $5,000 $100 to $5,000 per family1, 2

To pay for: Health-related expenses, products, and services

Out-of-pocket care expenses for your children under age 13 and for your mentally or physically disabled spouse or dependents of any age

Eligible expenses such as:

• Deductibles, coinsurance and copays

• Contact lenses and eyeglasses

• lAsIK and eye-correction surgery

• Dental services and braces

• Charges over plan limits

• Hearing aids

• licensed nursery programs and day care centers for children

• licensed day care centers for disabled dependents

• Costs for family or adult day care centers

• Dependent care provided by other individuals outside or inside your home (excluding your tax dependents and your children younger than age 19)

• Day camp expenses (but not overnight camp)

Under these guidelines qualifying expenses must be:

• Incurred up to March 15, 2013

• Incurred by you or by anyone who is your tax dependent

• Medically necessary

• not reimbursable under any other plan

• Tax-deductible under IRs rules

• not related to cosmetic procedures

• Incurred up to December 31, 2012

• Incurred by you3

• necessary so you can work

• If you are married:

– necessary so your spouse can work or attend school full time, or

– necessary to care for your mentally or physically disabled spouse

1 special contribution limits may apply to highly compensated employees.2 If you are married and file a separate tax return, the maximum you can contribute is $2,500. If your spouse contributes to a similar account,

your total family contribution cannot exceed $5,000. If your spouse is a full-time student or disabled, special contribution rules also apply. 3 If you are divorced or legally separated and have custody of an eligible child, you may use the Dependent Care Reimbursement Account

even if you allow your former spouse to claim the child as a dependent for income tax purposes.

Questions about eligible expenses?Call sHPs, our Reimbursement Account Administrator, at 1-800-422-2255.

You can buy Accidental Death & Dismemberment (AD&D) Insurance for added financial protection. Here’s the coverage you can buy for yourself, your spouse/partner and your children.

Note: You pay the same premium for PepsiCo’s Child AD&D insurance no matter how many children you cover.

Note: Your years of service are based on accumulated years from your most recent hire date.

Notes: • You pay the same premium for child Optional life Insurance no matter how many children you cover. • You must indicate your tobacco user status on YBR when you enroll in life insurance. Your status will automatically be set to “non-smoker.” If you die of a smoking-related condition and you were paying non-smoker rates, please note that your benefits may be reduced.

You can elect to buy Optional life Insurance for yourself and your eligible dependents as follows:

For You For Your Spouse/Partner

For Your Children

You can buy 1x to 10x your eligible pay Units of $10,000 Units of $5,000

Up to the maximum of $5 million $250,000 $25,000 per child

You must provide proof of good health

If you increase coverage by any level

If coverage exceeds $50,000 Never

Yourself Your Spouse/Partner Your Children

Amount of Coverage Available

Up to 15x your eligible pay, up to $1 million

$50,000 - $250,000 (in increments of $50,000)

$5,000 - $25,000 per child (in increments of $5,000)

PepsiCo automatically provides a certain level of employee life insurance at no cost to you. Coverage amounts are based on years of service.

If You Have This Many Years of Service Your Company-Provided Life Insurance Is:

Fewer than 10 1x eligible pay up to $1 million maximum

10 or more 1.5x eligible pay up to $1 million maximum

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Life InsuranceLIFE INSURANCE OPTIONS

AD&D OPTIONS

long-Term Disability Coverage• Basic Long-Term Disability coverage replaces 35% of your annual eligible pay (up to a

$15,000 monthly maximum benefit) if you are disabled and unable to work for more than 26 weeks.

You can choose to buy additional Long-Term Disability Coverage as follows:

• The plan pays a benefit equal to 50% of your annual eligible pay.

• Benefits begin after you are disabled and unable to work for more than 26 weeks.

• You pay for this coverage with after-tax dollars, so the additional portion of thisbenefit is not taxable when you receive it.

• Benefits are capped at $15,000 per month.

Go to www.pepsicoemployee.com for long-term disability plan details.

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PepsiCo provides basic short-term and long-term disability coverage at no cost to you.

Disability InsuranceYOUR OPTIONS

short-Term Disability Coverage• Short-Term Disability coverage provides financial protection if you are disabled and unable

to work for a short period of time. Benefits vary by location. Check with your local HR.

Statistics show that people have over a 30% chance of becoming disabled before retirement.

Source: Social Security Administration, Fact Sheet, January 31, 2007

You can choose Group Legal coverage through Hyatt Legal Plans. This coverage helps you pay for a variety of common legal services for one low annual fee.

To make sure a Hyatt legal Plan attorney is in your area before you enroll,

• Go to www.legalplans.com and

• Click “Thinking About enrolling.”

• enter password 820010.

Or call Hyatt’s service Center at 1-800-821-6400. If there is no attorney in your area, you can still select your own attorney and be reimbursed according to a fee schedule.

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Here’s what the plan covers:• Simple and living wills

• Sale or purchase of a home

• Traffic tickets

• Refinancing of your home

• Separation and divorce

• Debt-collection defense

• Name changes

• Identity theft

• Domestic partner agreements

• Prenuptial agreements

• Adoption and guardianship

• Property tax assessments

• Document preparation and review

• Tax audits

• Home equity loans

Group Legal

Remember: If you currently have coverage, it will automatically continue in 2012 if you don’t enroll.

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At PepsiCo, we believe by working together we can lead healthier lives and build a stronger, healthier company. That’s why we invest in wellness programs that provide you with the tools, resources and support to help you set and achieve your health and financial wellness goals. These programs are provided at no cost to you and are available for you to use right now.

Healthy livingFrom losing weight and getting fit to managing an ongoing health condition, Healthy living has programs designed for you and your family to make wellness a part of your everyday life.

Get started today at www.healthyliving.pepsico.com or by calling Carewise Health at 1-888-383-7971.

Healthy MoneyIf you’ve ever worried about things like getting out of debt, saving for your child’s college education or saving enough for retirement, Healthy Money will help you get the right answers and stay on track.

Get started today at www.healthymoney.pepsico.com or call a PricewaterhouseCoopers counselor at 1-866-737-7498 for one-on-one support and financial education.

Wellness

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Contacts Links

For Information About: Who to Call Website to Visit

2012 Annual Enrollment and general questions about PepsiCo’s medical, dental, vision, life, or accident plans

My Access Center at 1-866-HR-FOR-ME (1-866-473-6763)

Your Benefits ResourcesGo to www.mypepsico.com.enter your Global Personnel ID and your password. Go to the Benefits and Careers tab and launch Your Benefits Resources.

Health Advocate 1-855-PEP-8585 www.healthadvocate.com/members

Best Doctors 1-866-904-0910 www.bestdoctors.com

Dental coverage and claim questions

MetLife Dental at 1-888-820-5412Delta Dental at 1-866-746-3701

www.metlife.com/dentalwww.deltadentalins.com

Employee Assistance Program (EAP)

Managed Health Network at 1-800-223-7486

www.members.mhn.comCompany Code: pepsico

Medical coverage or claim questions

Empire BlueCross BlueShield at 1-877-224-0030UnitedHealthcare at 1-800-638-7785

www.empireblue.com/pepsico

www.myuhc.com or www.uhc.com

Prescription drug coverage or claim questions

Medco Health at 1-888-PEPSI-RX (1-888-737-7479) www.medco.com

Health Care or Dependent Care Reimbursement Account Claims SHPS at 1-800-422-2255 Via the My Benefits tab on

www.healthyliving.pepsico.com

Vision coverage and claim questions

EyeMed Vision Care at 1-866-723-0513 www.eyemedvisioncare.com

Health Savings Account My Access Center at 1-866-HR-FOR-ME (1-866-473-6763)

Your Benefits ResourcesGo to www.mypepsico.com.From the Benefits and Careers tab, launch Your Benefits Resources, then go to the Health and Insurance tab and choose Health Savings under the Accounts heading.

Health and Insurance

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Short-Term Disability CoverageLong-Term Disability Coverage

PepsiCo (including Gatorade and Tropicana): PepsiCo Leave and Claim Center at 1-855-737-2255PBC: Sedgwick CMS at 1-800-495-2314

www.sedgwickcms.com/calabasas

Short-Term Disability Pay

PepsiCo (including Gatorade and Tropicana): My Access Center at 1-866-HR-FOR-ME (1-866-473-6763)PBC: Sedgwick CMS at 1-800-495-2314

—

Disability


Group Legal Program Hyatt Legal at 1-800-821-6400www.legalplans.comGo to “Thinking About enrolling” and enter password: 820010

legal


Retirement and 401(k) The PepsiCo Savings and Retirement Center at Fidelity at 1-800-632-2014 www.netbenefits.com

Retirement


Breathe Tobacco-Free Program Carewise Health at 1-888-383-7971 www.healthyliving.pepsico.com

Healthy Living 1-888-383-7971 www.healthyliving.pepsico.com

Healthy Money 1-866-737-7498 www.healthymoney.pepsico.com

wellness

Your Benefits Resources™ is a trademark of Hewitt Management Company LLC.

This guide and the www.pepsicoemployee.com and www.mypepsico.com websites are intended to provide a summary of the provisions of the PepsiCo Inc. plans and programs. However, this guide and the websites are not intended to augment rights provided under the terms of the official plan documents. Your eligibility and benefits will be determined in accordance with and subject to the official plan documents. No benefits will be paid or provided unless and until the applicable Plan Administrator determines, in its sole discretion, that you are entitled to such benefits. While PepsiCo Inc. currently intends to continue the plans and programs herein, PepsiCo Inc. reserves the right to amend, modify or terminate the plans and programs at any time. Nothing in this guide should be construed as a promise or guarantee of future benefits or of any level or amount of benefits, or as a promise or guarantee of employment or future employment for any duration.

For PepsiCo Benefits effective January 1, 2012 through December 31, 2012.

H000097589 September 2011

L I F E I N S U R A N C E w e l l n e s s D E N TA L V I s I O n M E D I C A L w O R K / l I F e G R O U P l e G A l H E A LT H A D V O C AT E R e I M B U R s e M e n T A C C O U n T s

your annual enrollment guide - cache.hacontent.com · your annual enrollment guide ... is a summary...

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