YOUR

ESSENTIALGUIDE

OUR PURPOSEDelight the world’s beer drinkers

OUR AMBITIONFirst choice for consumers and customers

WHO WE AREPeople who:

Champion beer and Our Beer PrintDemand quality

Challenge the expectedExecute brilliantly

Treat everyone with integrity and respect

HOW WE WORKWin the right way vs. Win at all costs

Take smart risks vs. Play it safeDecide and do vs. Revisit decisions

I will deliver vs. I will find excusesTeam first vs. Me firstOne Way vs. My way

MUST DOsEngage and develop great people

Build growing, extraordinary brandsDelight customers and partners

Fuel growth through highly competitive operationsTransform and build scale

WHAT WE DELIVERExceptional results

Top Line Growth • Bottom Line Growth • Cash Growth • PACC Growth

Our ambition is to be First Choice for Consumers and CustomersNot second, not fourth … but to be number one in every market segment or geography where we want to compete. It’s more competitive than ever before and we need to be better than the competition if we want our consumers and customers to choose us. We need to delight our consumers and our customers, not just meeting expectations but exceeding them. By stretching ourselves ahead of the pack, we’ll grow our brands and our footprint globally - that’s what we call playing to win.

We have five clear Must Dos that everyone throughout our company shares:

Develop Great People

Build Extraordinary Brands

Delight Customers

Fuel Growth

Transform Industry

Our Brew/First Choice

We are proud to announce that Molson Coors (UK) has been awarded the exclusive TOP EMPLOYERS United Kingdom certification for the past three years for our exceptional employee offering.

What does this mean? The Top Employers Institute is an independent organisation which uncovers the employee offerings of significant employers around the world, measuring them against the international standard. As such, only the world’s leading employers become certified as Top Employers. Crucial to the Top Employers certification is the completion of a stringent research process – the Top Employers Institute’s international HR Best Practices Survey – and meeting the required standard in order to achieve certification. To further reinforce the validity of the process, all answers were independently audited, meaning this research has verified our outstanding employee conditions and earned us a coveted spot among a select group of certified Top Employers.

The Top Employers Institute assessed our employee offerings on the following criteria:

• Talent Strategy • Workforce Planning • On-Boarding • Learning & Development • Performance Management

• Leadership Development • Career & Succession Management • Compensation & Benefits • Culture

Molson Coors Brewing Company (UK) Ltd. earned the certification as a Top Employer because our employee offerings across all measured criteria surpassed the required certification.

To learn more about the Top Employers Institute and the Top Employers certification visit:

www.top-employers.com.

MOLSON COORS (UK) - TOP EMPLOYER

EQUAL OPPORTUNITIES & INCLUSIVITY

• We value diversity and inclusion and are committed to maintaining a workplace in which our people are treated with respect.

• We celebrate our differences, while committing ourselves to a common set of standards and values.

• We aspire to be a place where everyone feels comfortable and free to challenge the expected.

Things are always changing in the beer business so there are always interesting challenges and you never get bored ¦ People like to enjoy

work and have a bit of fun whilst still delivering on the job ¦ I am accountable for the big decisions that I make every day ¦ If you exhibit

the right attitudes and behaviours then you are rewarded and are presented with great opportunities ¦ The team is so friendly and

helpful ¦ Beer is such an exciting category and we have an awesome portfolio of brands ¦ Everyone is really friendly and supportive

¦ Our people and brands are great ¦ The business is geared towards opening up different opportunities and they really care about

your professional development ¦ I have the ability to influence the future direction of the company and at the same time have the

opportunities to develop my career ¦ It’s more than just a job; it’s about team effort to achieve a shared goal in a fun, rewarding way ¦ I love

working at Molson Coors because… well, quite simply because of the people that I work alongside on a day to day basis. In every role, we face challenges,

a changing agenda, a competitive market and demanding targets – that’s just part of the job. What makes this the best place to work is that we face these

challenges together, as a team, supporting each other ¦ There is so much innovation and creativity ¦ There is so much room for growth and

opportunities for me to reach my own career goals ¦ I learn something new every day ¦ It’s an awesome place to work; we are one team all

with one clear goal in mind ¦ I am so proud to say I am a part of something so incredible | We have the best beer brands in the industry,

the most capable people and we put customers at the heart of everything we do... This is my kind of company!

WHEN WE ASKED OUR EMPLOYEES THE QUESTION “WHY DO YOU LOVE WORKING FOR MOLSON COORS?” THIS IS WHAT THEY SAID

AN OVERVIEW OF

MOLSON COORS

OUR MUST DOS ü Develop Great People

ü Build Extraordinary Brands

ü Delight Customers

ü Fuel Growth

ü Transform Industry

Focusing on global

growth and acquisition

opportunities Molson

Coors bought the

Staropramen maker

Starbev and its nine

breweries across central

and eastern Europe

for £2.2bn.

Strong presence and

brand momentum in three of

the world’s largest markets

– Growth profile in the U.S. through

MillerCoors (JV with SABMiller)

– A leading brewer in Canada

via Molson

– Top tier brewer in U.K. & Ireland

through Molson Coors (UK)

Drive our

financial strength in

2015 by delivering 1.5bn

EBIT and 1.5bn cash.

Diverse portfolio of

more than 65 strategic

and partner brands,

including signature

brands Carling,

Coors, Coors Light and

Molson Canadian.

Embodies more than 350 years of pioneering

spirit and family brewing heritage with Molson and

Coors families retaining significant ownership

in the business.

Leading global brewer with

9,000 employees, 29 breweries and

operations in more than 50 countries.

Successful history of innovation and growing

brands while maintaining commitment to

“doing business the right way”.

OUR GLOBAL BRAND PORTFOLIO AND STRATEGY

• Proven brand builder with a portfolio weighted toward growing

beer segments• Investments focused on brand growth• Increase volume

• Stronger net pricing• Market share gains• The purchase of StarBev expanded brands including Carling,

Miller Lite and Coors into new markets and the hands of beer

drinkers in central and eastern Europe including the Czech

Republic, Serbia, Romania, Bulgaria, Hungary and Montenegro

• There’s cold beer, then there’s Damme Cold beer. Our thermo

Ink technology tells you when your beer is at the perfect

temperature, a key differentiator in establishing Coors Light in

global markets• Molson Coors is a brand-builder with a successful track record

of acquisitions and partnerships across the world, investing

approximately $1.7 billion annually in Mergers & Acquisitions

• Commitment to innovation

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MOLSON COORS WORLDWIDE29 breweries9,000 employeesOperations in more than 50 countries

Molson Coors CanadaBrewing Capacity: 11.5 Million hL Annually5,000 employees

MillerCoorsBrewing Capacity: 103.7 Million hL Annually8,000 employees

Molson Coors (UK)Brewing Capacity: 14.6 Million hL Annually1,900 employees

Molson Coors (Europe)Brewing Capacity: 13 Million hL Annually4,000 employees1. Czech Republic2. Hungary3. Croatia4. Romania5. Serbia6. Montenegro7. Bulgaria

CORE MARKET STRENGTHS AND EMERGING GLOBAL PRESENCE. . .

Molson Coors (UK)• We employ around 1900 people in the UK.

• With a tailored portfolio of brands we consistently delight our customers. Our portfolio includes the No.1 UK brand Carling* and sub-brands Carling British Cider and Carling Zest.

• Molson Coors (UK) is a brand-builder with a successful track record of acquisitions and partnerships across the world. - Our joint ventures in the UK include the Cobra Beer Partnership Ltd.

We also boast the UK’s most exciting cask beer brand Doom Bar through the acquisition of Sharp’s Brewery Ltd.

• Rekorderlig is a premium cider brand in strong growth in the UK market and this acquisition is another milestone in Molson Coors (UK)’s commitment to invest for growth by creating greater choice for customers and consumers.

• We are the UK’s second largest brewer based on volume sales** with 5 breweries strategically located throughout the UK, each with their own rich history. - The brewery in Burton-on-Trent is the UK’s largest**.

*On Premise: Flash Report MAT 12/3/16. Off Premise: Nielsen MAT Volume 10/9/16** Nielsen /CGA Data / BBPA Data - Sep 2016

1.2 BILLION PINTS OF BEER LEFT THE BURTON BREWERY GATE LAST YEAR!

OUR UK and IRELANDOPERATIONS...

Breweries1 Burton-on-Trent2 Tadcaster3 Burtonwood4 Sharp’s5 Franciscan Well

Offices1 Burton-on-Trent (UK HQ)6 Leeds7 Livingston8 Cardiff9 Belfast

10 Dublin (Ireland HQ)

Depots and Distribution Centres1 Burton-on-Trent

11 Maryport (North West)12 Preston13 Hartlepool14 Consett15 Sheffield

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1777William Bass starts his own brewing

business in Burton Upon Trent.

2003Carling becomes first and only UK beer to

achieve sales of 5 million UK Barrels per year.

That’s over 1.4 billion pints per year.

20042004 Screamers deliver the

first ready mixed flavour shot

at 20% abv.

2005Coors and Molson merge to create

Molson Coors – the world’s fifth

largest brewery.

2002Coors acquires the England & Wales based

business of Bass Brewers from Interbrew

and creates Coors Brewers Limited.

2006Coors Fine Light launches

Thermochromic ink on cans which

shows the drinker when it’s ready.

2006Carling accounts for 1 in 4 pints

of lager sold in the On-Trade.

2009BitterSweet Partnership

launches to change the

image of beer among women.

2009Molson Coors (UK) signs deal to distribute Singha

beer in the UK and launches Cobra Beer Partnership,

following a Joint Venture with Cobra Beer.

2010Molson Coors (UK) launch the William Worthington’s

brewery to celebrate the legacy of the Worthington

name in the home of British brewing.

2011Molson Coors (UK) acquire Sharp's

Brewery including Doom Bar the

UK's most exciting cask beer brand.

2012Molson Coors (UK) acquire Starbev

and its 9 breweries across central

and eastern Europe.

2015Molson Coors (UK) acquire the

brewing and kegging side of Thomas

Hardy Brewery specifically for

brewing craft beers.

2016Ongoing and substantial

investment in the beer

processing area at Burton

2015Acquisition of ‘Rekorderlig UK’ giving Molson Coors (UK)

the exclusive rights in the On and Off-Trade to distribute,

sell and market the full Rekorderlig portfolio across the

UK, Ireland and the Channel Islands.

2013Burton Brewery receives an investment

of £33M for the construction of its very

own energy centre and state-of-the-art bottling line.

1997Reef – the most ‘fruity’ and ‘juicy’

flavoured alcoholic beverage in the

market containing nearly 50% juice.

1995C2: UKs first mid strength 2% lager.

A decade of development to deliver

a beer for all occasions.

1995Hooper’s Hooch launched in Britain by Bass

as alcoholic lemonade. At its peak, 2.5million

bottles were sold each week in Britain.

1876The Bass Triangle is registered as

Britain’s first trade mark.

1954Carling Black Label

launched in the UK.

1980Bass LA, Tennent’s LA and Barbican lagers

create the low alcohol market in the UK.

1994Caffrey’s Irish Ale – the first

Premium Extra Cold ale.

OUR HISTORY IN THE UK...

OUR UK ICONIC BRANDS

Worthington’s 3.6%Since the first brew in 1744 Worthington’s has been at the heart of British brewing representing great quality, superior smoothness and ales of character.

Caffrey’s 3.8%Original Irish ale launched on St. Patrick’s Day 1994. As cold as a lager, as smooth as a stout, with all the great taste of an ale.

White Shield 5.6% Feisty bottle conditioned IPA, with an alluring bronze sparkle and wonderfully balanced flavour.

Singha 5%First beer brewed in Thailand (1933) and the only one with a Royal warrant. Crafted with Thai food in mind, this quality pilsner style lager is a great beer to enjoy with or without food.www.singhabeer.com

Grolsch 5%The distinctive style and authenticity of the Grolsch Swingtop is an icon all over the world and widely recognised as a symbol of the unmistakeable taste of Grolsch.www.grolsch.co.uk

Doom Bar 4.3%Its distinctive aroma and balanced flavour set it apart from other beers, taking first time drinkers by surprise with its moreish appeal. Doom Bar is now the no.1 selling cask brand in the UK.**www.sharpsbrewery.co.uk

Coors Light 4%Coors Light is a truly global beer brand that was born high in the Rockies to deliver ice cold refreshment to drinkers across the world.www.coorslight.co.uk

Carling 4%Carling is the UK’s best-selling lager, a position held for over 3 decades.* Brewed using only 100% British barley, Carling has a balanced flavour of sweetness and bitterness, delivering a perfectly refreshing pint from the first sip to the last.www.carling.com

Blue Moon 5.4%A North American craft beer brewed with white wheat, rolled oats and the perfect combination of coriander, and Valencia and Navel orange peel to create a refreshing unfiltered wheat beer with a unique complex taste and an uncommonly smooth finish. Blue Moon should always be served with an orange garnish to bring the natural spice and subtle flavours of the beer.

www.bluemoonbrewingcompany.com

Cobra 4.8%An impossibly smooth beer originally crafted in Bangalore, with a complex recipe that includes rice and maize. This award winning World Beer has so far won a total of 88 Monde Select gold awards across the range.www.cobrabeer.com

*On Premise: Flash Report MAT 12/3/16. Off Premise: Nielsen MAT Volume 10/9/16. ** CGA on trade, volume and value sales, MAT to 14 May 2016.

Rekorderlig Fruit Cider 4%.From its humble Swedish roots, Rekorderlig has retained its dependable honesty to become a much-loved, fourth generation family-brewed cider. Rekorderlig is a premium cider that you can rely on and trust. With a typically Swedish fusion of high-end design and modesty, it has a clear identity that sets it apart from others.www.rekorderlig.com/gb

OUR CORPORATE RESPONSIBILITY

ENVIRONMENTCARBON – We are working to minimise

waste and natural energy throughout our supply chain.

We are considered best in class for our groundbreaking

lightweight Grolsch bottle.

By working with our customers and distribution partners to

improve efficiencies around vehicle use, we are continually

reducing our beer miles (delivery miles).WATER – Without great water we cannot make great beer! We

are committed to protecting the supply of quality water for use

now, and for future generations. We signed the CEO Water

Mandate in 2008 to demonstrate our commitment and have

globally aligned plans to support this. We have set clear

targets globally and locally, and are telling people what

we are doing and how we plan to do it. Across the

UK, on average, we use 4 pints of water to brew 1

pint of beer. Our aim is to reduce this to 3 by 2020.

ALCOHOL

EDUCATION – We recognise the need

to address responsible drinking in a

variety of ways.

PRICE – For us, ensuring beer is enjoyed

responsibly, and not bought on the basis of

price, but on the basis of brand, is an

important way to reduce harm.

BRAND BUILDING – We believe that ensuring

beer is a branded and responsibly marketed

product is a key way of reducing harm. We

voluntarily apply the strictest marketing

regulations to our brand building activities.

Our marketing is about the sociable enjoyment

of a quality product.

Corporate charity partnershipFrom March 2016 we have partnered with the Alzheimer’s

Society. This will last for two years and replaces Molson

Coors’ existing partnership with children’s charity, Whizz-Kidz,

which the brewer has worked closely with since 2010. Over the course of five years,

Molson Coors successfully raised over £430,000 for the charity, through a number of events such as golf days, cake sales, endurance bike rides and

10k runs.

As part of the new partnership with the Alzheimer’s Society, Molson Coors will be exploring various fundraising and

volunteering opportunities. The UK’s leading dementia support and research charity, Alzheimer’s Society supports anyone affected by any form of dementia in England, Wales and Northern Ireland. They provide information and practical and emotional support to help people live well with dementia, as well as investing in world-

class research with the ultimate goal of defeating the condition.

Employee volunteering

partnership

We recognise that our contribution of time

and resource will often have far greater value

to external organisations than money.

Community goodwill, pride and reputation

is enhanced by employee involvement with

local groups.

Our people benefit from team building,

increased moral and a sense of satisfaction

and goodwill. This offers the local community

the chance to benefit from time, skills and

resource from our employees.

OUR CORPORATE RESPONSIBILITY COMMUNITY

How We SelectOur recruitment team will manage your application from start to finish, supporting you throughout the process. We make a hiring decision not only on someone’s expertise but also on whether they display our values.Our values are what we live and do business by, and what we look for in all of our people.We assess candidates based on our ‘Success Factors’. We’ll go into these next but at every stage they will form the basis of how we measure you via competency based interviews.Our assessment process has a range of stages, it will depend on the role you are being considered for as to how many stages you will progress through, your Recruitment Manager will discuss this with you.In this guide we’ll talk you through how we structure our interviews, what you should expect, specific information about security at our sites and some hints and tips to help you prepare.

Our Success FactorsOur six Success Factors are the building blocks of your career with Molson Coors (UK) so we use them to form the basis of our assessment process in a competency interview format.No matter what type of assessment format you will progress through you will be asked questions which are intended to help you speak freely about your past experiences and allow you to provide relevant evidence to support your application.

Deliver ResultsTake full accountability for achieving exceptional business results individually, or as part of a team. Work with a sense of urgency while always winning the right way. Use the Brilliant Execution principles and maintain an intense focus on delivering what will help us win in the beer business.

Lead ChangeLead, and work with agility to actively shape our success. Passionately model the vision, confidence and courage needed to appropriately adapt to the evolving local, regional, and global needs of the business.

Lead PeopleCommunicate clearly and openly. Use leadership maturity and self-awareness to lead and inspire those around you! Coach others toward success daily. Share and celebrate stories of exceptional results. Engage and develop yourself and others to achieve business goals with focus and discipline.

Delight Consumers and CustomersDo everything you can to deliver an exceptional consumer and customer experience. Show commitment to the quality of our work and our brands. Be smart about the beer business and our role in it.

Challenge The ExpectedUse an enterprise mindset. Display curiosity and creativity to improve our business and make us more competitive. Find better, faster ways to deliver superior results. Proactively solve problems to help us achieve our ambitions.

Build Team, Build RelationshipsThink “Team First,” placing the goals of the team over individual objectives. Trust others’ expertise. Seek diversity of thought to give us a winning edge.

Recruitment Manager InterviewIn Depth Telephone Or Face-To-Face Interview

Depending on the role the first stage will either be an in-depth telephone interview or a face-to-face interview with one of our Recruitment Managers.This can last from 30 to 60 minutes for a telephone interview and around 60 minutes for a face-to-face interview. It is designed to establish your skills and experience to date.During the interview we will want to talk through your experience and suitability for the role, what is motivating you to move and why you would like to join us at Molson Coors (UK).You may also be asked for specific examples from your work experience to confirm you have the required skills for the role.You can also use this as an opportunity to ask any questions about the role and/or our business.Your Recruitment Manager will be your guide through our entire process, their role is to support you as well as Molson Coors (UK) so this is a really good opportunity to ask about the fundamentals such as remuneration and benefits. You should expect feedback from the Recruitment Manager interview within 72 hours.If you are successful you will be invited to the next stage of the assessment process, which could take a number of formats, your Recruitment Manager will always discuss what you will need to prepare for.

Video Interview Just like our other interviews this is a competency based interview that will give us more insight into your skills and experience to support your application. A video interview will last approximately 10-15 minutes and can be done from the comfort of your own home at a time that suits you. If you are asked to complete a Video Interview you will be sent a guide that will tell you everything you need to know.

Hiring Manager Interview Face-To-Face Interview

If you haven’t been on site already this is an opportunity for you to visit the site the role is based at, learn more about our business whilst we learn more about you. It is also a great opportunity to meet your potential new Manager and get a feel for the team and environment you may be joining.This is likely to be a direct meeting with your future Manager and either their peers, current team members or possibly their own Manager at the same time.Your interviewers will be using the same competency interview techniques to gather your real life examples against both our Success Factors and demands of the role.You will also find this interview will be more technical than your Recruiter interview as these individuals are the current experts in that field.We believe that the best way to find out about a candidate’s potential future performance is to find out about examples of past performance.You may be asked to prepare a presentation or briefing for your interviewers on a given topic and these interviews tend to be about an hour in duration.However depending on the role we may extend the time or invite you back for a third stage which may be anything from a couple of hours to a full day.Again your Recruitment Manager will advise you up front what format the interviews will take.Your Recruitment Manager will liaise with you and the Hiring Manager for feedback. Our aim is to let you know the outcome of your interview within 5 days but if there is going to be any delay the Recruiter will contact you to advise.

Assessment CentresWe also make hiring decisions via Assessment Centres. They are especially effective if we have multiple roles or we would like to evaluate candidates in a group environment. If you are invited to one of our Assessment Centres then you may be asked to take part in the following:

Role-Play ExercisesThrough role-play our assessors are able to observe how you are likely to deal with everyday situations that relate to the role.

OUR RECRUITMENT PROCESS

Case Studies/PresentationsIt is sometimes appropriate for us to assess how you would approach a particular situation. A task relevant to the role is assigned for completion within a given timescale.

Group ExerciseFor some roles, a task will be given to a group of candidates to assess team working, communication and problem solving skills.Assessment Centres can be daunting events but the key thing to remember is we want to get to know the real you so whilst you should do what you can to prepare you should always be yourself.Your Recruitment Manager will discuss the format and structure of your Assessment Centre well in advance. Please be aware some Assessment Centres are run over 2 days and are residential. If your event is taking this format we will take care of any accommodation required.

Our other toolsRegardless of the type of interview structure you progress through there are other tools and techniques we may use at different stages of the process to give us a little more insight into you, your skills and personality.

Personality QuestionnairesThese questionnaires enable us to assess your strengths and development areas. These are looked at alongside your interview and any other information we gather during selection.

Practical TestsIf you are applying for a very technical role we may ask you to undergo a skills test on-site in our live environments. If required we will provide any safety equipment or tools that need to be used.Your Recruitment Manager will confirm any additional selection methods we may be using and will answer any questions you may have on how the information is used.

On the dayWe want you to get the most from your visit so thought it would be worthwhile to give you some more information on some of the basics.

Dress CodeOur people are professional and hard working but we like to foster a relaxed culture where we can. Jeans are allowed and Fridays are dress down days at Molson Coors (UK) so don’t be surprised to find our managers in casual clothes if you are visiting us then. You are welcome to do the same but please discuss with your Recruitment contact before the interview.

Interviews Held At Our BreweriesIf your interview is at one of our breweries you will need to report to the main security office to sign in, which may also include a site induction for health and safety purposes and safety gear may also be required such as high vis vests, safety boots or ear plugs. We’ll let you know in advance if this is the case as you may need to come well in advance of your interview for this to be organised.

Parking At SitesAll of our sites provide visitor parking, but spaces can be limited.If you are driving to your interview speak to us about parking and any restrictions or alternative spaces.

Material For Your InterviewIf you are being asked to give a presentation please bring them on a memory stick if possible.

Identity DocumentationWe will need to collect your identity documentation on your first visit to site. You’ll receive more information on this with your interview details but please remember to bring it with you.

Hints and TipsThere are some preparation techniques which some people find useful before having a competency based interview, one of those is the ‘STAR’ technique which we’ve outlined for you here…

SituationWhat was the background to the situation, how did it arise, who else was involved?

TaskWhat was your task in this situation? What was your role in this, what did you need to achieve, what were your goals?

ActionsThis is where you tell the interviewer in detail what actions you took in this situation – what did you do? Why did you decide on that course of action? How did you do it?

ResultsWhat was the outcome? How successful was it?

What Did You Learn?When answering these types of questions:

Try to give quantifiable results if possible: “we raised £200 for charity“. “My marks improved from 55% to 65%”

You can’t always do this, but it gives a much better impression of your achievement. If the result was negative, then say what you learned from the experience and what you would do differently next time. The examples you give can be from work, study or personal life. Don’t go into too much background detail - keep to the point! Think of the most relevant examples, rather than the most “impressive”.

ResearchKnow who we are! Ensure that you have done your homework on Molson Coors (UK) and are aware of our brands, our vision and values. Look at our website and any recent press releases.

Question UsFeel free to ask us any questions on the day around the role or Molson Coors (UK).

Your OfferIf you are successful and we wish to offer you a role your Recruitment Manager will discuss the details with you.We will need to check your identity and Right to Work in the UK. We do this via a security vetting company and will tell you more about this when we get to this stage.We will aim to get your contract to you within 5 days of you verbally accepting our offer.

Candidate SurveyTo help us improve our recruitment process we will be asking you to complete a survey to obtain your views on your recruitment, welcome and on-boarding to the company. Your feedback is very important to us.

OUR RECRUITMENT PROCESS. . .

COMPANY BENEFITSMolson Coors (UK) provides a flexible benefitscheme to help you choose the benefits thatsuit you.

Core BenefitsPension Scheme – a defined contribution pension scheme.Employees can make pension contributions directly from salarythrough salary sacrifice. Employees can contribute 3%-100%of base pay (subject to receiving at least the National MinimumWage) and the company will match their contributions up to amaximum of 8%.

Product Allowance – employees receive a quarterly allocationof points that may be exchanged for stock in our staff shop.Flexibility to sell all or half product allowance under the flexiblebenefit scheme.Molson Coors Incentive Plan (MCIP) – the plan has 2elements which consist of a personal incentive opportunity anda company profit element which varies year on year to reflectbusiness goals. Paid annually.

Private Healthcare – BUPA healthcare is provided for allMolson Coors (UK) employees, with the opportunity to sell orupgrade your cover as part of the flexible benefits scheme.Company Cars – are available for senior management, andwhere there is a role based business need for all other grades.Justdrive (Salary Sacrifice for Cars) – If you are not eligiblefor a company car we also offer the opportunity to lease a fullyinsured, serviced and maintained brand new car through thecompany salary sacrifice cars scheme.The scheme enables you to make tax and National Insurancesavings, and access to the company’s manufacturer discounts.12 months service required.

Other Flexible BenefitsEmployees can buy and sell up to 5 days holiday of their annualentitlement (only available in-line with the flex. enrolment cycle)with line manager approval.

There is also the opportunity to increase the level of privatehealthcare cover and to buy dental cover for employees andtheir family at excellent corporate rates.Opportunity to buy health screening at excellent corporate rates.Other BenefitsAccess to Deals on Draught – funded by the company this isan opportunity to access retail and local discounts and specialoffers on a huge range of products and services.Opportunity to purchase childcare vouchers through your salarythrough Computershare, which is arranged via salary sacrificeand therefore not subject to NI contributions.

HolidaysSharp’s employees 25 Annual Days + 3 Additional Days*.MCBC Employees in England and Wales 31 Annual Days+ 3 Additional Days *.Scotland Employees 30 Annual Days + 4 Additional Days*.Northern and Southern Ireland Employees 32 Annual Days+ 3 Additional Days*

* Additional Days are Christmas Day, Boxing Day and New Year’s Day for England, Wales, NorthernIreland and Southern Ireland. For Scotland the Additional Days are Christmas Day, Boxing Day, NewYear’s Day and 2nd January.If any of these days fall on a Saturday or Sunday, alternate days will be allocated as determined bythe Government.* Pro rata for shift workers / Part time

137 High Street Burton-on-Trent DE14 1JZ

01283 882914Visit our website at www.molsoncoors.comcareers@molsoncoors.com

CONTACT DETAILS

What are you waiting for?

COME AND JOIN US!!