Document:

Annual Incentive Plan Guidelines for 2012

 Exhibit 10.10 

 
 

 
 ANNUAL INCENTIVE PLAN 
 2012 Plan Year 
 Guidelines 

KIRBY CORPORATION 
 January 2012 

 TABLE OF CONTENTS 

 

					
		
	 Introduction
	  	 	2	  
		
	 The Annual Incentive Plan
	  	 	3	  
		
	 Plan Objectives
	  	 	3	  
		
	 Performance Period
	  	 	3	  
		
	 Eligibility
	  	 	3	  
		
	 Individual Bonus Targets
	  	 	4	  
		
	 Bonus Pool
	  	 	4	  
		
	 Performance Goal; Maximum Awards
	  	 	4	  
		
	 Additional Performance Measures
	  	 	5	  
		
	 Business Group Designations and Weighting
	  	 	5	  
		
	 Performance Standards for Recommended Awards
	  	 	6	  
		
	 Example Calculation of Recommended Award
	  	 	7	  
		
	 Administration
	  	 	8	  

  
 1 

 Introduction 
 Kirby Corporation (the “Company”) established this 2012 Annual Incentive Plan (the “Plan”) to focus employees on identifying and achieving business strategies that will grow the
business and lead to an increase in stockholder value. The Plan is also intended to reward superior performance by employees and their contributions toward achieving Kirby’s objectives. This program may be offered, in whole or in part, to
wholly owned subsidiaries of the Company, at the Company’s discretion. 
 Certain aspects of this Plan are complex. Although these
guidelines establish rules for Plan operation, those rules may not work in all cases. Therefore, the Compensation Committee of the Kirby Board of Directors shall have the discretionary authority to interpret these guidelines to insure that the
awards are consistent with the Plan’s purposes and the Company’s interests. All decisions by the Compensation Committee shall be final and binding. 
 Unless resolutions of the Compensation Committee expressly provide otherwise, awards granted under the Plan shall constitute performance awards granted under Article IV of the Kirby Corporation 2005 Stock
and Incentive Plan (as amended from time to time, the “Stock Plan”), and as such, shall be subject to the terms and provisions of the Stock Plan that apply to such performance awards. 

This Plan, or any part thereof, may be amended, modified, or terminated at any time, without prior notice, by written authorization of (i) the
Compensation Committee or (ii) the Chief Executive Officer of the Company; provided that the Plan may not be amended or modified in a manner that would cause an award that is intended to satisfy the performance-based compensation exception
under Section 162(m) of the Internal Revenue Code of 1986, as amended (“Section 162(m)”), to fail to satisfy the exception. 

  
 2 

 The Annual Incentive Plan 
 Each award granted under the Plan is an award for total Company and designated Business Group performance. Awards are generally based on achieving the Company Performance Goal as well as additional
Company, Business Group and individual performance objectives. Once the Performance Goal is reached, participants in the Plan become eligible for a bonus. The Bonus Pool is calculated as provided in the Plan. The Compensation Committee may decrease
the Maximum Award to any participant based on the recommended award amounts determined as provided in the Plan and/or on individual performance. 
 Plan Objectives 
 The Plan has five key objectives: 

 

	 	•	 	 Provide an annual incentive plan that drives performance toward objectives critical to creating stockholder value. 

 

	 	•	 	 Offer competitive cash compensation opportunities to key Kirby employees. 

 

	 	•	 	 Award outstanding achievement by employees who can directly affect Kirby’s results. 

 

	 	•	 	 Assist Kirby in attracting and retaining high quality employees. 

 

	 	•	 	 Reflect both quantitative and qualitative performance factors in actual bonus payouts. 

Performance Period 
 Performance
is measured on a calendar year basis for the Plan. The Performance Period begins on January 1, 2012 and ends on December 31, 2012. 

Eligibility 
  

	 	•	 	 Generally, managerial employees in salary grades 15 and above, and Kirby Inland Marine Wheelhouse employees classified as Captain, Relief Captain or
Pilot, are eligible for participation. Selection for participation in the Plan is based upon each position’s ability to impact long-term financial results of the Company and designation by management. Consequently, some employees in positions
at salary grades 15 and above might not be included in the Plan, and some employees in positions below salary grade 15 might be included. 

  

	 	•	 	 In order to be eligible to receive an award, participants must be employed on the last day of the Performance Period, and on the date bonuses are
actually paid for the Performance Period, unless their earlier termination is due to 

  
 3 

	 	 
death, normal retirement1 or
disability1. If a participant’s employment is
terminated after the last day of the Performance Period, but prior to the date of payment, for any reason other than death, normal retirement1 or disability1, the bonus the participant may otherwise have received will be distributed among other participants receiving annual
incentive awards under the Plan. A “covered employee” as defined for purposes of Section 162(m) (a “Covered Employee”) is not eligible for the reallocated amounts. 

 

	 	•	 	 Participation in the Plan in one year does not guarantee participation in similar plans in future years. Participants in the Plan or in similar plans
in future years will be notified annually of their selection for participation. 

 Individual Bonus Targets

 Each participant will be assigned a target bonus level defined as a percentage of base salary earned during the Performance Period.
This bonus target is based on competitive market practices, as well as the employee’s ability to impact long-term Company performance. Market practices will be determined using data from either general industry, the marine transportation
industry, or the diesel engine services industry, depending upon the individual position being considered. The Company’s intent is that salary plus target annual bonus will provide competitive market compensation for target performance.

 Bonus Pool 
 The
aggregate bonus pool for the Performance Period (the “Bonus Pool”) will be equal to the sum of the recommended bonus amounts determined for each individual participant based on the achievement by the Company of the three additional
performance measures as provided in the Plan. The Company will be obligated to pay out the full amount of the Bonus Pool to eligible participants, subject to the discretion of the Compensation Committee with respect to the allocation of the Bonus
Pool among individual participants. The obligation of the Company to pay out the full amount of the Bonus Pool becomes fixed on the last day of the Performance Period. The Compensation Committee may determine the amount of the bonus paid to any
participant based on the additional performance measures described in the Plan or any other criteria the Compensation Committee deems appropriate in its discretion, provided that in no event will a bonus paid pursuant to the Plan exceed the Maximum
Award for any Covered Employee. 
 Performance Goal; Maximum Awards 
 The performance goal (the “Performance Goal”) that must be attained in order for any Plan participants to receive a bonus under the Plan is the achievement by the Company of net earnings for
2012 (as shown in Kirby’s audited Consolidated Statement of Earnings for 2012) greater than $1,000,000. If the Company achieves the Performance Goal, the maximum bonus that each participant may receive 

 
  

	1 	 Normal retirement or disability as defined for shore based employees in the Company’s Profit Sharing Plan, and as defined for wheelhouse employees
in the Vessel Pension Plan 

  
 4 

 under the Plan will be equal to 200% of the individual bonus target established for such participant (for
each participant, the “Maximum Award”). The Compensation Committee in its discretion may reduce the bonus paid to any participant to an amount less than the Maximum Award. 
 Additional Performance Measures 
 In addition to the Performance Goal, the additional
performance measures under the plan are: 
  

	 	•	 	 EBITDA 

  

	 	•	 	 Return on Total Capital 

  

	 	•	 	 Earnings per share 

 Annual
performance targets will be established for each measure based on Kirby’s projected budget, and each of the performance measures will have equal weight in calculating the recommended bonus payout for each participant. 

 

			
	 Measure
	  	Weight
	 n        EBITDA (Earnings Before
Interest, Taxes, Depreciation and Amortization)
	  	33-1/3 %
		
	 n        Return on Total Capital
(Earnings before interest and taxes divided by average beginning and ending  stockholders’ equity plus long-term debt)
	  	33-1/3 %
		
	 n        Earnings per
Share
	  	33-1/3 %
		
		  	100%

 Business Group Designations and Weightings 
 The following business groups are designated for purposes of the Plan: 
  

	 	•	 	 Kirby Inland Marine 

  

	 	•	 	 Kirby Engine Systems 

  

	 	•	 	 United Holdings 

  

	 	•	 	 K-Sea Transportation 

Kirby Ocean Transport Company and Osprey Line, LLC are considered part of the Kirby Inland Marine business group for purposes of the Plan. 

  
 5 

 In calculating actual versus target performance against the additional performance measures, the recommended
award for Business Group employees will be primarily based on Business Group performance, with a defined portion based on Company performance. The award for Corporate employees will be based on total Kirby performance. Specific weightings are
defined in the following table. 
  

					
	 Calculation of Recommended Awards

		
	 	  	Incentive
Bonus Calculation
%
	 	  	Kirby (Company)	  	Business Group
			
	 All Corporate Employees
	  	100%	  	0%
			
	 Business Group Employees
	  	30%	  	70%
			
	 Business Group Presidents (Kirby Inland Marine, Kirby Engine Systems, United Holdings, K-Sea Transportation)
	  	50%	  	50%
			
	 Corporate Executive Vice President, Engine Systems
	  	30%	  	35%/35%*
	  
 *  For EVP, Engine systems, the weightings are 30% Company, 35% Kirby Engine Systems, 35% United Holdings

 Performance Standards for Recommended Awards 

 

							
	 Performance
 Level
	 	 Definition
	 	 Relationship to

Budget
	 	 % of Target

Earned

	 Threshold
	 	Minimal acceptable performance for payout	 	80% of Budget	 	50%
				
	 Target
	 	Expected performance at a stretch level	 	100% of Budget	 	100%
				
	 Maximum
	 	Outstanding performance	 	120% of Budget	 	200%

  
 6 

 Example Calculation of Recommended Award 

 

																																	
	 	  	Performance Standards	 	 	Example Calculation	 
	 Performance
 Objectives
	  	Below
Threshold	 	 	Threshold	 	 	Target	 	 	Maximum	 	 	Assumed
Actual
Results (%
Budget
Achieved)	 	 	Percent
of
Target
Award
Earned	 	 	Objective
Weight	 	 	Weighted
Percent
of Target
Award
Earned	 
	 Percent of Target Award Earned:
	  	 	0	% 	 	 	50	% 	 	 	100	% 	 	 	200	% 	 				 				 				 			
									
	 EBITDA

(% Budget Achieved)
	  	 	< 80	% 	 	 	80	% 	 	 	100	% 	 	 	120	% 	 	 	90	% 	 	 	75	% 	 	 	33-1/3	% 	 	 	25	% 
									
	 Return on Total Capital

(% Budget Achieved)
	  	 	< 80	% 	 	 	80	% 	 	 	100	% 	 	 	120	% 	 	 	110	% 	 	 	150	% 	 	 	33-1/3	% 	 	 	50	% 
									
	 Earnings per Share

(% Budget Achieved)
	  	 	< 80	% 	 	 	80	% 	 	 	100	% 	 	 	120	% 	 	 	100	% 	 	 	100	% 	 	 	33-1/3	% 	 	 	33.3	% 
		  				 				 				 				 				 				 				 	  
	  
	 
			 	 	Recommended Award as a Percent of Target Award	  	 	 	108.3	% 
		  				 				 				 				 				 				 				 	  
	  
	 

  

	n	As shown in the table, actual performance on each objective results in a corresponding percent of target award earned. 

 

	n	The percents of target award earned for each objective are then multiplied by the weight for the objective, producing a weighted percent of target award earned for each
objective. 

  

	n	The weighted percents of target award earned for all three additional performance measures are summed to produce a total percent of target award earned for purposes of
calculating the recommended awards for a participant. 

  

	n	The Compensation Committee shall allocate the Bonus Pool among eligible participants. In allocating the Bonus Pool, the Compensation Committee shall consider, but shall
not be bound by, the recommended award for each participant. 

  

	n	The Compensation Committee has discretion to modify the additional performance measures or adjust the calculation of the recommended awards to adjust for acquisitions,
divestures, and other material business events. 

  
 7 

 Administration 
 Award Payout 
 A participant’s final award is paid out in cash within 90 days following
the end of the Company’s fiscal year, based on audited financials. No payment shall be made to a participant who is a Covered Employee until the Compensation Committee certifies that the performance objectives that result in such payment have
been achieved. 
 Eligibility Limitation 
 Unless otherwise provided for in the Plan, participants must be employed by the Company on the last day of the Performance Period, and on the date bonuses are actually paid for the Performance Period, in
order to be eligible to receive a bonus award. 
 Special Circumstances 
 Listed below are guidelines addressing payment of awards upon termination and other events. The Compensation Committee will have the sole authority to resolve disputes related to Plan administration.
Decisions made by the Compensation Committee will be final and binding on all participants. 
 New Employees. New employees hired after
the beginning of a Performance Period who are selected for participation in the Plan, will receive prorated awards for the then current Performance Period, subject to the Termination of Employment restrictions. 

Termination of Employment. If employment terminates before the end of the full Performance Period, or before the date bonuses
are actually paid for the Performance Period, as a result of death, normal retirement2, or
disability2, the participant (or the participant’s
heirs) will be entitled to receive a prorated award at the end of the Performance Period, based upon actual performance and base wages earned while employed during the Performance Period. 

If employment terminates prior to the last day of the Performance Period, or prior to the date bonuses are actually paid for the
respective Performance Period, for any reason other then death, normal retirement2, or
disability2, the participant will be ineligible to receive
an award. 
 Transfer. A participant who is transferred between business units of the Company will be entitled to
receive a weighted award based upon the time spent at each of the units. The weighted award is based on a recommended award calculated by adding (1) the participant’s prorated recommended award for time spent at the first business unit, to
(2) the participant’s prorated recommended award for time spent at the second business unit3. 
 Promotions. A participant who is promoted or reassigned during any
Performance Period, and whose bonus target is subsequently increased or decreased, will be eligible to receive a weighted award. The weighted award will be based on a recommended award calculated by adding (1) the prorated recommended award for
service before the promotion or reassignment, to (2) the prorated recommended award for service after the promotion or reassignment3. 

  
 8 

 Compensation Committee 
 The Compensation Committee has the responsibility for the overall governance and administration of the Plan. In fulfilling its duties, the Compensation Committee will be responsible for interpreting the
Plan and will rely on these guidelines in making all determinations that are necessary or advisable for administration of the Plan. 
 In
administering the Plan the Compensation Committee will, on an annual basis: 
  

	 	•	 	 Approve the designation of Business Groups within the Company 

 

	 	•	 	 Approve the Performance Goal 

  

	 	•	 	 Approve the additional performance measures and the Threshold, Target and Maximum budget performance levels for all participants for purposes of
calculating recommended awards 

  

	 	•	 	 Approve linkage for participants to Company and Business Group performance 

 

	 	•	 	 Approve the individual bonus targets for all participants whose salaries are at or above $100,000 

 

	 	•	 	 Determine at its discretion reductions to the Maximum Awards for participants 

 

	 	•	 	 Approve the final bonuses to be paid to all participants in the Plan 

 

	 	•	 	 Certify whether the Performance Goal has been satisfied prior to payment of an award to a Covered Employee. 

The Compensation Committee may deviate from the guidelines for the Plan, but in no event will a bonus paid pursuant to the Plan exceed the Maximum Award
for any Covered Employee. The Compensation Committee may decrease the bonus payable to any participant below the Maximum Award based on such objective or subjective criteria as the Compensation Committee deems appropriate in its discretion. The
total amount of the bonuses paid to participants pursuant to the Plan may not exceed the amount of the Bonus Pool. The performance objectives of Covered Employees may only be adjusted as permitted under Section 162(m) or the regulations
thereunder. 
  
  

	2 	 Normal retirement or disability as defined for shore based employees in the Company’s Profit Sharing Plan, and as defined for wheelhouse employees
in the Vessel Pension Plan. 

	3	 Company and
Business Group performance factors are calculated using performance for the entire Performance Period. 

  
 9 

 Chief Executive Officer (“CEO”) 
 The CEO will have primary responsibility for recommending Plan guidelines to the Committee, and for carrying out the administrative duties associated with annual award calculations. In addition, the
Compensation Committee may delegate additional administrative duties to the CEO or any Company officer. The CEO may make recommendations, subject to Compensation Committee approval, with respect to the award to any participant in the Plan .

 Chief Financial Officer (“CFO”) 
 The CFO will be responsible for calculating performance under the Plan and recommending adjustments to the performance objectives. In this capacity, the CFO will: 

 

	 	•	 	 Provide annual reports to the Compensation Committee and the CEO on each Business Group’s performance at the end of the Company’s fiscal year

  

	 	•	 	 Maintain a financial information system that reports results on an estimated quarterly and annual basis 

 

	 	•	 	 Coordinate with the Company’s auditors to properly recognize any accounting expense associated with awards under the Plan

  

	 	•	 	 Provide the VP of Human Resources with the performance results of each Business Group as well as overall Company performance

  

	 	•	 	 Calculate new Threshold, Target and Maximum performance objectives as required by the Plan for purposes of determining recommended awards

 VP of Human Resources 
 The VP of Human Resources will have primary responsibility for the day-to-day administration of the Plan. In this capacity, the VP of Human Resources will: 

 

	 	•	 	 Develop and recommend Target Award Guidelines and eligible participants for each new Performance Period to the CEO for approval

  

	 	•	 	 Coordinate communications with participants, including materials to facilitate understanding the Plan’s objectives and goals

  

	 	•	 	 Provide quarterly performance updates to Plan participants 

 

	 	•	 	 Calculate participants’ recommended awards, using the performance factors provided by the CFO 

 

	 	•	 	 Process paperwork approving individual award payments 

  
 10 

 Business Group Presidents and Vice Presidents 

Business Group Presidents and Vice Presidents will: 
  

	 	•	 	 Recommend participants for each Performance Period 

  

	 	•	 	 Coordinate with the CFO to determine any significant changes in business conditions for purposes of reviewing the Threshold, Target and Maximum
performance objectives for purposes of calculating recommended awards 

  

	 	•	 	 Insure that participants are informed of the actual award earned for each Performance Period 

  
 11Employment Agreement

 Exhibit 10.36 
 EMPLOYMENT AGREEMENT 
 This Employment Agreement is
made as of July 21st, 2011, by Domino’s Pizza
LLC, a Michigan limited liability company (the “Company”) and Scott R. Hinshaw (the “Executive”). 

RECITALS 
  

	 	1.	The Executive has experience and expertise required by the Company and its Affiliates. 

 

	 	2.	Subject to the terms and conditions hereinafter set forth, the Company therefore wishes to employ the Executive as its Executive Vice President, Franchise Operations
and Development and the Executive wishes to accept such employment. 

 AGREEMENT 

NOW, THEREFORE, for valid consideration received, the parties agree as follows: 

 

	 	1.	Employment. Subject to the terms and conditions set forth in this Agreement, the Company offers and the Executive accepts employment hereunder effective as of
the date first set forth above (the “Effective Date”). 

  

	 	2.	Term. This Agreement shall commence on the date hereof and shall remain in effect for an indefinite time until terminated by either party as set forth in
Section 5 hereof. 

  

	 	3.	Capacity and Performance. 

3.1 Offices. During the Term, the Executive shall serve the Company as Executive Vice President, Franchise Operations and
Development. The Executive shall have such other powers, duties and responsibilities consistent with the Executive’s position as Executive Vice President, Franchise Operations and Development as may from time to time be prescribed by the Chief
Executive Officer of the Company (“CEO”). 
 3.2 Performance. During the Term, the Executive shall be employed
by the Company on a full-time basis and shall perform and discharge, faithfully, diligently and to the best of his/her ability, his/her duties and responsibilities hereunder. During the Term, the Executive shall devote his/her full business time
exclusively to the advancement of the business and interests of the Company and its Affiliates and to the discharge of his/her duties and responsibilities hereunder. The Executive shall not engage in any other business activity or serve in any
industry, trade, professional, governmental, political, charitable or academic position during the Term of this Agreement, except for such directorships or other positions which he/she currently holds and has disclosed to the CEO in Exhibit 3.2
hereof and except as otherwise may be approved in advance by the CEO. 

  
 Model LC Employment Agreement

 -1- 

	 	4.	Compensation and Benefits. During the Term, as compensation for all services performed by the Executive under this Agreement and subject to performance of the
Executive’s duties and obligations to the Company and its Affiliates, pursuant to this Agreement or otherwise, the Executive shall receive the following: 

 4.1 Base Salary. The Company shall pay the Executive a base salary at the rate of Three Hundred Thousand Dollars ($300,000) per year, payable in accordance with the payroll practices of the Company
for its executives and subject to such increases as the Board of Directors of the Company or the Compensation Committee (the “Board”) in its sole discretion may determine from time to time (the “Base Salary”). 

4.2 Bonus Compensation. During the term hereof, the Executive shall participate in the Company’s Senior Executive Annual
Incentive Plan, as it may be amended from time to time pursuant to the terms thereof (the “Plan,” a current copy of which is attached hereto as Exhibit A) and shall be eligible for a bonus award thereunder (the “Bonus”). For
purposes of the Plan, the Executive shall be eligible for a Bonus, and the Executive’s specified percentage (the “Specified Percentage”) for such Bonus shall be established annually by the Board of Directors (the “Board”)
or, if the Board delegates the Specified Percentage determination process to a Committee of the Board, by such Committee. In the event the Board or Committee does not approve the Executive’s Specified Percentage within 90 days of the beginning
of a fiscal year, such Specified Percentage shall be the same as the immediately preceding year. Whenever any Bonus payable to the Executive is stated in this Agreement to be prorated for any period of service less than a full year, such Bonus shall
be prorated by multiplying (x) the amount of the Bonus otherwise earned and payable for the applicable fiscal year in accordance with this Sub-Section 4.2 by (y) a fraction, the denominator of which shall be 365 and the numerator of
which shall be the number of days during the applicable fiscal year for which the Executive was employed by the Company. Executive agrees and understands that any prorated Bonus payments will be made only after determination of the achievement of
the applicable Performance Measures (as defined in the Plan) in accordance with the terms of the Plan. Any compensation paid to the Executive as Bonus shall be in addition to the Base Salary. 

4.3 Vacations. During the Term, the Executive shall be entitled to four weeks of vacation per calendar year, to be taken at such
times and intervals as shall be determined by the Executive, subject to the reasonable business needs of the Company. The Executive may not accumulate or carry over from one calendar year to another any unused, accrued vacation time. The Executive
shall not be entitled to compensation for vacation time not taken. 

  
 Model LC Employment Agreement

 -2- 

 4.4 Other Benefits. During the Term and subject to any contribution therefor required
of executives of the Company generally, the Executive shall be entitled to participate in all employee benefit plans, including without limitation any 401(k) plan, from time to time adopted by the Board and in effect for executives of the Company
generally (except to the extent such plans are in a category of benefit otherwise provided the Executive hereunder). Such participation shall be subject to (i) the terms of the applicable plan documents and (ii) generally applicable
policies of the Company. The Company may alter, modify, add to or delete any aspects of its employee benefit plans at any time as the Board, in its sole judgment, determines to be appropriate. 

4.5 Business Expenses. The Company shall pay or reimburse the Executive for all reasonable business expenses, including without
limitation the cost of first class air travel and dues for industry-related association memberships, incurred or paid by the Executive in the performance of his/her duties and responsibilities hereunder, subject to (i) any expense policy of the
Company set by the Board from time to time, including without limitation any portion thereof intended to comply with Section 409A of the Internal Revenue Code of 1986, as amended, and the regulations and other guidance thereunder (“Section
409A”) and (ii) such reasonable substantiation and documentation requirements as may be specified by the Board or CEO from time to time. 
 4.6 Airline Clubs. Upon receiving the prior written approval of the CEO authorizing the Executive to join a particular airline club, the Company shall pay or reimburse the Executive for dues for
not less than two nor more than four airline clubs, provided such club memberships serve a direct business purpose and subject to such reasonable substantiation and documentation requirements as to cost and purpose as may be specified by the CEO
from time to time. 
 4.7 Physicals. The Company shall annually pay for or reimburse the Executive for the cost of a
physical examination and health evaluation performed by a licensed medical doctor, subject to such reasonable substantiation and documentation requirements as to cost as may be specified by the Board or CEO from time to time. 

 

	 	5.	Termination of Employment and Severance Benefits. Notwithstanding the provisions of Section 2 hereof, the Executive’s employment hereunder shall
terminate prior to the expiration of the term of this Agreement under the circumstances described in this Section 5. All references herein to termination of employment, separation from service and similar or correlative terms, insofar as they
are relevant to the payment of any benefit that could constitute nonqualified deferred compensation subject to Section 409A, shall be construed to require a “separation from service” within the meaning of Section 409A, and the
Company and the Executive shall take all steps necessary (including with regard to any post- termination services by the Executive) to ensure that any such termination constitutes a “separation from service” as so defined.

  
 Model LC Employment Agreement

 -3- 

 5.1 Retirement or Death. In the event of the Executive’s retirement or death
during the Term, the Executive’s employment hereunder shall immediately and automatically terminate. In the event of the Executive’s retirement after the age of 65 with the prior consent of the Board or death during the Term, the Company
shall pay to the Executive (or in the case of death, the Executive’s designated beneficiary or, if no beneficiary has been designated by the Executive, to Executive’s estate) any Base Salary earned but unpaid through the date of such
retirement or death, any Bonus for the fiscal year preceding the year in which such retirement or death occurs that was earned but has not yet been paid and, at the times the Company pays its executives bonuses in accordance with its general payroll
policies, an amount equal to that portion of any Bonus earned but unpaid during the fiscal year of such retirement or death (prorated in accordance with Section 4.2). 

 

	 	5.2	Disability. 

 5.2.1 The
Company may terminate the Executive’s employment hereunder, upon notice to the Executive, in the event that the Executive becomes disabled during his/her employment hereunder through any illness, injury, accident or condition of either a
physical or psychological nature and, as a result, is unable to perform substantially all of his/her duties and responsibilities hereunder for an aggregate of 120 days during any period of 365 consecutive calendar days ; provided, that if the
Executive incurs a leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six (6) months, the Executive,
unless he/she earlier returns to service (at a level of service inconsistent with a separation from service under Section 409A) or his/her employment is earlier terminated, shall in all events be deemed to have separated from service not later
than by the end of the twenty-ninth (29th) month, commencing with the commencement of such leave of absence. 
 5.2.2 The
Board may designate another employee to act in the Executive’s place during any period of the Executive’s disability. Notwithstanding any such designation, the Executive shall continue to receive the Base Salary in accordance with
Section 4.1 and to receive benefits in accordance with Section 4.5, to the extent permitted by the then current terms of the applicable benefit plans, until the Executive becomes disabled within the meaning of Section 409A or until
the termination of his/her employment, whichever shall first occur. Upon becoming so disabled, or upon such termination, whichever shall first occur, the Company shall promptly and in all events within thirty (30) days pay to the Executive any
Base Salary earned but unpaid through the date of such eligibility or termination and any 

  
 Model LC Employment Agreement

 -4- 

 
Bonus for the fiscal year preceding the year of such eligibility or termination that was earned but unpaid. At the times the Company pays its executives bonuses generally, but no later than two
and one half (2 1/2) months after the end of the
fiscal year in which the bonus is earned, the Company shall pay the Executive an amount equal to that portion of any Bonus earned but unpaid during the fiscal year of such eligibility or termination (prorated in accordance with Section 4.2).
During the eighteen (18) month period from the date of such disability (as determined under Section 409A), the Company shall pay the Executive, at its regular pay periods, an amount equal to the difference between the Base Salary and the
amounts of any disability income benefits that the Executive receives in respect of such period. 
 5.2.3 Except as
provided in Section 5.2.2, while receiving disability income payments under any disability income plan maintained by the Company, the Executive shall not be entitled to receive any Base Salary under Section 4.1 or Bonus payments under
Section 4.2 but shall continue to participate in benefit plans of the Company in accordance with Section 4.4 and the terms of such plans, until the termination of his/her employment. During the 18-month period from the date of disability
(as determined under Section 409A) or termination, whichever shall first occur, the Company shall contribute to the cost of the Executive’s participation in group medical plans of the Company, provided that the Executive is entitled to
continue such participation under applicable law and plan terms. 
 5.2.4 If any question shall arise as to whether during any
period the Executive is disabled through any illness, injury, accident or condition of either a physical or psychological nature so as to be unable to perform substantially all of his/her duties and responsibilities hereunder, or for purposes of
Section 409A the Executive may, and at the request of the Company shall, submit to a medical examination by a physician selected by the Company to whom the Executive or his/her duly appointed guardian, if any, has no reasonable objection, to
determine whether the Executive is so disabled and such determination shall for the purposes of this Agreement be conclusive of the issue. If such question shall arise and the Executive shall fail to submit to such medical examination, the
Board’s determination of the issue shall be binding on the Executive. 
 5.3 By the Company for Cause. The Company
may terminate the Executive’s employment hereunder for Cause at any time upon notice to the Executive setting forth in reasonable detail the nature of such Cause. The following events or conditions shall constitute “Cause” for
termination: (i) Executive’s willful failure to perform (other than by reason of disability), or gross negligence in the performance of his/her duties to the Company or any of its Affiliates and the continuation of such failure or
negligence for a period of ten (10) days after notice to the 

  
 Model LC Employment Agreement

 -5- 

 
Executive; (ii) the Executive’s willful failure to perform (other than by reason of disability) any lawful and reasonable directive of the CEO; (iii) the commission of fraud,
embezzlement or theft by the Executive with respect to the Company or any of its Affiliates; or (iv) the conviction of the Executive of, or plea by the Executive of nolo contendere to, any felony or any other crime involving dishonesty
or moral turpitude. Anything to the contrary in this Agreement notwithstanding, upon the giving of notice of termination of the Executive’s employment hereunder for Cause, the Company and its Affiliates shall have no further obligation or
liability to the Executive hereunder, other than for Base Salary earned but unpaid through the date of termination. Without limiting the generality of the foregoing, the Executive shall not be entitled to receive any Bonus amounts which have not
been paid prior to the date of termination. 
 5.4 By the Company Other Than for Cause. The Company
may terminate the Executive’s employment hereunder other than for Cause at any time upon notice to the Executive. In the event of such termination, the Company shall pay the Executive: (i) promptly following termination and in all events
within thirty (30) days thereof, Base Salary earned but unpaid through the date of termination, plus (ii) severance payments for a period to end twelve (12) months after the termination date (“Severance Term”), of which
(a) the first severance payment shall be made on the date that is six (6) months from the date of termination and in an amount equal six (6) times the Executives monthly base compensation in effect at the time of such termination and
(b) the balance of the severance shall be paid in six (6) monthly payments beginning on the date that is seven (7) months from the date of termination and continuing through the date that is twelve (12) months from the date of
termination, each such monthly payment in an amount equal to the Executive’s monthly base compensation in effect at the time of such termination (i.e., 1/12th of the Base Salary), plus (iii) promptly following termination and in all events
within thirty (30) days thereof, any unpaid portion of any Bonus for the fiscal year preceding the year in which such termination occurs that was earned but has not been paid, plus (iv) at the times the Company pays its executives bonuses
generally, but no later than two and one half
(2 1/2) months after the end of the fiscal year in
which the Bonus is earned, an amount equal to that portion of any Bonus earned but unpaid during the fiscal year of such termination (prorated in accordance with Section 4.2). 

5.5 By the Executive for Good Reason. The Executive may terminate employment hereunder for Good Reason, upon notice to the Company
setting forth in reasonable detail the nature of such Good Reason. The following shall constitute “Good Reason” for termination by the Executive: (i) any material diminution in the nature and scope of the Executive’s
responsibilities, duties, authority or title, however, a change in reporting structure shall not constitute a material diminution of authority; (ii) material failure of the Company to provide the Executive the Base Salary and benefits in
accordance with the terms of Section 4 hereof; or (iii) relocation of the Executive’s office to a location outside a 50-mile radius of the 

  
 Model LC Employment Agreement

 -6- 

 
Company’s current headquarters in Ann Arbor, Michigan. In the event of termination in accordance with this Section 5.5, then the Company shall pay the Executive: (x) promptly
following termination and in all events within thirty (30) days thereof, Base Salary earned but unpaid through the date of termination, plus (y) six months after the termination date, an amount equal to six times the Executive’s
monthly base compensation in effect at the time of such termination (i.e., 1/12th of the Base Salary) and thereafter, monthly severance payments, each equal to the Executive’s monthly base compensation for a period of six months , plus
(z) at the times the Company pays its executives bonuses generally, but no later than two and one half (2 1/2) months after the end of the fiscal year in which the bonus is earned, an amount equal to that portion of any Bonus earned but unpaid during the fiscal year of such termination
(prorated in accordance with Section 4.2). 
 5.6 By the Executive Other Than for Good Reason. The Executive
may terminate employment hereunder at any time upon 90 days written notice to the Company. In the event of termination of the Executive’s employment pursuant to this Section 5.6, the CEO or the Board may elect to waive the period of notice
or any portion thereof. The Company will pay the Executive his/her Base Salary for the notice period, except to the extent so waived by the Board. Upon the giving of notice of termination of the Executive’s employment hereunder pursuant to this
Section 5.6, the Company and its Affiliates shall have no further obligation or liability to the Executive, other than (i) payment to the Executive of his/her Base Salary for the period (or portion of such period) indicated above,
(ii) continuation of the provision of the benefits set forth in Section 4.4 for the period (or portion of such period) indicated above, and (iii) any unpaid portion of any Bonus for the fiscal year preceding the year in which such
termination occurs that was earned but has not been paid. The payments made under subsections (i) and (iii) hereof shall be made promptly following termination and in all events within thirty (30) days thereof. 

5.7 Post-Agreement Employment. In the event the Executive remains in the employ of the Company or any of its Affiliates following
termination of this Agreement, by the expiration of the Term or otherwise, then such employment shall be at will. 
 5.8
Delayed Payments for Specified Employees. Notwithstanding the foregoing provisions of this Section 5, if the Executive is a “specified employee” as defined in Section 409A, determined in accordance with the methodology
established by the Company as in effect on the Executive’s termination, amounts payable hereunder on account of the Executive’s termination that would constitute nonqualified deferred compensation for purposes of Section 409A and that
would, but for this Section 5.9, be payable within the six (6) month period commencing with the Executive’s termination shall instead be accumulated and paid in a lump sum at the conclusion of such six-month period. 

  
 Model LC Employment Agreement

 -7- 

	 	6.	Effect of Termination of Employment. The provisions of this Section 6 shall apply in the event of termination of Executive’s employment, pursuant to
Section 5, or otherwise. 

 6.1 Payment in Full. Payment by the Company or its Affiliates of any Base
Salary, Bonus or other specified amounts that are due to the Executive under the applicable termination provision of Section 5 shall constitute the entire obligation of the Company and its Affiliates to the Executive, except that nothing in
this Section 6.1 is intended or shall be construed to affect the rights and obligations of the Company or its Affiliates, on the one hand, and the Executive, on the other, with respect to any option plans, option agreements, subscription
agreements, stockholders agreements or other agreements to the extent said rights or obligations therein survive termination of employment. 
 6.2 Termination of Benefits. If Executive is terminated by the Company without Cause, or terminates employment with the Company for Good Reason, and provided that Executive elects continuation of
health coverage pursuant to Section 601 through 608 of the Employee Retirement Income Security Act of 1974, as amended (“COBRA”), Company shall pay Executive an amount equal to the monthly COBRA premiums for the Severance Term;
provided further, such payment will cease upon Executive’s entitlement to other health insurance without charge. Except for medical insurance coverage continued pursuant to Section 5.2 hereof, all other benefits shall terminate pursuant to
the terms of the applicable benefit plans based on the date of termination of the Executive’s employment without regard to any continuation of Base Salary or other payments to the Executive following termination of employment. Executive and
Company agree to make such changes to the reimbursement for COBRA as may be required to ensure compliance with Internal Revenue Code section 409A. 
 6.3 Survival of Certain Provisions. Provisions of this Agreement shall survive any termination of employment if so provided herein or if necessary to accomplish the purpose of other surviving
provisions, including, without limitation, the obligations of the Executive under Sections 7 and 8 hereof. The obligation of the Company to make payments to or on behalf of the Executive under Sections 5.2, 5.4 or 5.5 hereof is expressly conditioned
upon the Executive’s continued full performance of his/her obligations under Sections 7 and 8 hereof. The Executive recognizes that, except as expressly provided in Section 5.2, 5.4 or 5.5, no compensation is earned after termination of
employment. 

  
 Model LC Employment Agreement

 -8- 

	 	7.	Confidential Information; Intellectual Property. 

 7.1 Confidentiality. The Executive acknowledges that the Company and its Affiliates continually develop Confidential Information (as that term is defined in Section 11.2, below); that the
Executive may develop Confidential Information for the Company or its Affiliates and that the Executive may learn of Confidential Information during the course of his/her employment. The Executive will comply with the policies and procedures of the
Company and its Affiliates for protecting Confidential Information and shall never use or disclose to any Person (except as required by applicable law or for the proper performance of his/her duties and responsibilities to the Company) any
Confidential Information obtained by the Executive incident to his/her employment or other association with the Company and its Affiliates. The Executive understands that this restriction shall continue to apply after employment terminates,
regardless of the reason for such termination. 
 7.2 Return of Documents. All documents, records, tapes and other media
of every kind and description relating to the business, present or otherwise, of the Company and its Affiliates and any copies, in whole or in part, thereof (the “Documents”), whether or not prepared by the Executive, shall be the sole and
exclusive property of the Company and its Affiliates. The Executive shall safeguard all Documents and shall surrender to the Company and its Affiliates at the time employment terminates or at such earlier time or times as the Board or CEO designee
may specify, all Documents then in the Executive’s possession or control. 
 7.3 Assignment of Rights to Intellectual
Property. The Executive shall promptly and fully disclose all Intellectual Property to the Company. The Executive hereby assigns to the Company (or as otherwise directed by the Company) the Executive’s full right, title and interest in and
to all Intellectual Property. The Executive shall execute any and all applications for domestic and foreign patents, copyrights or other proprietary rights and to do such other acts (including without limitation the execution and delivery of
instruments of further assurance or confirmation) requested by the Company or its Affiliates to assign the Intellectual Property to the Company and to permit the Company and its Affiliates to enforce any patents, copyrights or other proprietary
rights to the Intellectual Property. The Executive will not charge the Company or its Affiliates for time spent in complying with these obligations. All copyrightable works that the Executive creates shall be considered “Work For Hire”
under applicable laws. 

  
 Model LC Employment Agreement

 -9- 

	 	8.	Restricted Activities. 

8.1 Agreement Not to Compete With the Company. During the Executive’s employment hereunder and for a period of 24 months
following the date of termination thereof (the “Non-Competition Period”), the Executive will not, directly or indirectly, own, manage, operate, control or participate in any manner in the ownership, management, operation or control of, or
be connected as an officer, employee, partner, director, principal, member, manager, consultant, agent or otherwise with, or have any financial interest in, or aid or assist anyone else in the conduct of, any business, venture or activity which in
any material respect competes with the following enumerated business activities to the extent then being conducted or being planned to be conducted by the Company or its Affiliates or being conducted or known by the Executive to being planned to be
conducted by the Company or by any of its Affiliates, at or prior to the date on which the Executive’s employment under this Agreement is terminated (the “Date of Termination”), in the United States or any other geographic area where
such business is being conducted or being planned to be conducted at or prior to the Date of Termination (a “Competitive Business”, defined below). For purposes of this Agreement, “Competitive Business” shall be defined as:
(i) any company or other entity engaged as a “quick service restaurant” (“QSR”) which offers pizza for sale; (ii) any “quick service restaurant” which is then contemplating entering into the pizza business or
adding pizza to its menu; (iii) any entity which at the time of Executive’s termination of employment with the Company, offers, as a primary product or service, products or services then being offered by the Company or which the Company is
actively contemplating offering; and (iv) any entity under common control with an entity included in (i), (ii) or (iii), above. Notwithstanding the foregoing, ownership of not more than 5% of any class of equity security of any publicly
traded corporation shall not, of itself, constitute a violation of this Section 8.1. 
 8.2 Agreement Not to Solicit
Employees or Customers of the Company. During employment and during the Non-Competition Period the Executive will not, directly or indirectly, (i) recruit or hire or otherwise seek to induce any employees of the Company or any of the
Company’s Affiliates to terminate their employment or violate any agreement with or duty to the Company or any of the Company’s Affiliates; or (ii) solicit or encourage any franchisee or vendor of the Company or of any of the
Company’s Affiliates to terminate or diminish its relationship with any of them or to violate any agreement with any of them, or, in the case of a franchisee, to conduct with any Person any business or activity that such franchisee conducts or
could conduct with the Company or any of the Company’s Affiliates. 
 9. Enforcement of Covenants. The Executive
acknowledges that he/she has carefully read and considered all the terms and conditions of this Agreement, including without limitation the restraints imposed upon his/her pursuant to Sections 7 and 8 hereof. The Executive agrees that said
restraints are necessary for the reasonable 

  
 Model LC Employment Agreement

 -10- 

 and proper protection of the Company and its Affiliates and that each and every one of the
restraints is reasonable in respect to subject matter, length of time and geographic area. The Executive further acknowledges that, were he/she to breach any of the covenants or agreements contained in Sections 7 or 8 hereof, the damage to the
Company and its Affiliates could be irreparable. The Executive, therefore, agrees that the Company and its Affiliates, in addition to any other remedies available to it, shall be entitled to preliminary and permanent injunctive relief against any
breach or threatened breach by the Executive of any of said covenants or agreements. The parties further agree that in the event that any provision of Section 7 or 8 hereof shall be determined by any court of competent jurisdiction to be
unenforceable by reason of it being extended over too great a time, too large a geographic area or too great a range of activities, such provision shall be deemed to be modified to permit its enforcement to the maximum extent permitted by law.

  

	 	10.	Conflicting Agreements. The Executive hereby represents and warrants that the execution of this Agreement and the performance of his/her obligations hereunder
will not breach or be in conflict with any other agreement to which or by which the Executive is a party or is bound and that the Executive is not now subject to any covenants against competition or solicitation or similar covenants or other
obligations that would affect the performance of his/her obligations hereunder. The Executive will not disclose to or use on behalf of the Company or any of its Affiliates any proprietary information of a third party without such party’s
consent. 

  

	 	11.	Definitions. Words or phrases which are initially capitalized or are within quotation marks shall have the meanings provided in this Section 11 or as
specifically defined elsewhere in this Agreement. For purposes of this Agreement, the following definitions apply: 

11.1 Affiliates. “Affiliates” shall mean Domino’s Pizza, Inc., Domino’s, Inc. and all other persons and
entities controlling, controlled by or under common control with the Company, where control may be by management authority or equity interest. 
 11.2 Confidential Information. “Confidential Information” means any and all information of the Company and its Affiliates that is not generally known by others with whom they compete or
do business, or with whom they plan to compete or do business, and any and all information the disclosure of which would otherwise be adverse to the interest of the Company or any of its Affiliates. Confidential Information includes without
limitation such information relating to (i) the products and services sold or offered by the Company or any of its Affiliates (including without limitation recipes, production processes and heating technology), (ii) the costs, sources of
supply, financial performance and strategic plans of the Company and its Affiliates, (iii) the identity of the suppliers to the Company and its Affiliates, and (iv) the people and organizations with whom the Company and its Affiliates have
business relationships and those relationships. Confidential Information also includes information that the Company or any of its Affiliates have received belonging to others with any understanding, express or implied, that it would not be
disclosed. 

  
 Model LC Employment Agreement

 -11- 

 11.3 ERISA. “ERISA” means the federal Employee Retirement Income Security
Act of 1974 and any successor statute, and the rules and regulations thereunder, and, in the case of any referenced section thereof, any successor section thereto, collectively and as from time to time amended and in effect. 

11.4 Intellectual Property. “Intellectual Property” means inventions, discoveries, developments, methods, processes,
compositions, works, concepts, recipes and ideas (whether or not patentable or copyrightable or constituting trade secrets or trademarks or service marks) conceived, made, created, developed or reduced to practice by the Executive (whether alone or
with others, whether or not during normal business hours or on or off Company premises) during the Executive’s employment that relate to either the business activities or any prospective activity of the Company or any of its Affiliates.

 11.5 Person. “Person” means an individual, a corporation, an association, a partnership, a limited liability
company, an estate, a trust and any other entity or organization. 
  

	 	12.	Withholding/Other Tax Matters. All payments made by the Company under this Agreement shall be reduced by any tax or other amounts required to be withheld by the
Company under applicable law. This Agreement shall be construed consistent with the intent that all payment and benefits hereunder comply with the requirements of, or the requirements for exemption from, Section 409A. Notwithstanding the
foregoing, the Company shall not be liable to the Executive for any failure to comply with any such requirements. 

  

	 	13.	Miscellaneous. 

  

	 	13.1	Assignment. Neither the Company nor the Executive may assign this Agreement or any interest herein, by operation of law or otherwise, without the prior written
consent of the other; provided, however, that the Company may assign its rights and obligations under this Agreement without the consent of the Executive in the event that the Company shall hereafter affect a reorganization, consolidate with, or
merge into, any other Person or transfer all or substantially all of its properties or assets to any other Person, in which event such other Person shall be deemed the “Company” hereunder, as applicable, for all purposes of this Agreement;
provided, further, that nothing contained herein shall be construed to place any limitation or restriction on the transfer of the Company’s Common Stock in addition to any restrictions set forth in any stockholder agreement applicable to the
holders of such shares. This Agreement shall inure to the benefit of and be binding upon the Company and the Executive, and their respective successors, executors, administrators, representatives, heirs and permitted assigns.

  
 Model LC Employment Agreement

 -12- 

 13.2 Severability. If any portion or provision of this Agreement shall to any extent
be declared illegal or unenforceable by a court of competent jurisdiction, then the application of such provision in such circumstances shall be deemed modified to permit its enforcement to the maximum extent permitted by law, and both the
application of such portion or provision in circumstances other than those as to which it is so declared illegal or unenforceable and the remainder of this Agreement shall not be affected thereby, and each portion and provision of this Agreement
shall be valid and enforceable to the fullest extent permitted by law. 
 13.3 Waiver; Amendment. No waiver of any
provision hereof shall be effective unless made in writing and signed by the waiving party. The failure of either party to require the performance of any term or obligation of this Agreement, or the waiver by either party of any breach of this
Agreement, shall not prevent any subsequent enforcement of such term or obligation or be deemed a waiver of any subsequent breach. This Agreement may be amended or modified only by a written instrument signed by the Executive and any expressly
authorized representative of the Company. 
 13.4 Notices. Any and all notices, requests, demands and other
communications provided for by this Agreement shall be in writing and shall be effective when delivered in person or deposited in the United States mail, postage prepaid, registered or certified, and addressed (i) in the case of the Executive,
to: Scott R. Hinshaw, 30 Frank Lloyd Wright, Ann Arbor, Michigan 48106, and (ii) in the case of the Company, to the attention of Chief Executive Officer, at 30 Frank Lloyd Wright Drive, Ann Arbor, Michigan 48106, or to such other address
as either party may specify by notice to the other actually received. 
 13.5 Entire Agreement. This Agreement
constitutes the entire agreement between the parties and supersedes any and all prior communications, agreements and understandings, written or oral, between the Executive and the Company, or any of its predecessors, with respect to the terms and
conditions of the Executive’s employment. 
 13.6 Counterparts. This Agreement may be executed in any number of
counterparts, each of which shall be an original and all of which together shall constitute one and the same instrument. 
 13.7
Governing Law. This Agreement shall be governed by and construed in accordance with the domestic substantive laws of the State of Michigan without giving effect to any choice or conflict of laws provision or rule that would cause the
application of the domestic substantive laws of any other jurisdiction. 

  
 Model LC Employment Agreement

 -13- 

 13.8 Consent to Jurisdiction. Each of the Company and the Executive evidenced by the
execution hereof, (i) hereby irrevocably submits to the jurisdiction of the state courts of the State of Michigan for the purpose of any claim or action arising out of or based upon this Agreement or relating to the subject matter hereof and
(ii) hereby waives, to the extent not prohibited by applicable law, and agrees not to assert by way of motion, as a defense or otherwise, in any such claim or action, any claim that it or he/she is not subject personally to the jurisdiction of
the above-named courts, that its or his/her property is exempt or immune from attachment or execution, that any such proceeding brought in the above-named courts is improper, or that this Agreement or the subject matter hereof may not be enforced in
or by such court. Each of the Company and the Executive hereby consents to service of process in any such proceeding in any manner permitted by Michigan law, and agrees that service of process by registered or certified mail, return receipt
requested, at its address specified pursuant to Section 13.4 hereof is reasonably calculated to give actual notice. 
 IN
WITNESS WHEREOF, this Agreement has been executed by the Company, by its duly authorized representative, and by the Executive, as of the date first above written. 
  

							
	THE COMPANY:	 	DOMINO’S PIZZA LLC	 	
				
	Date: August 11, 2011	 	By:	 	/s/ J. Patrick Doyle	 	
		 	Name:   J. Patrick Doyle	 	
		 	Title:     Chief Executive Officer	 	
				
	THE EXECUTIVE:	 		 		 	
				
	Date: August 11, 2011	 	By:	 	/s/ Scott R. Hinshaw	 	
		 	Name:     Scott R. Hinshaw	 	

  
 Model LC Employment Agreement

 -14- 

 EXHIBIT A 
 DOMINO’S PIZZA SENIOR EXECUTIVE ANNUAL INCENTIVE PLAN 

  
 Model LC Employment Agreement

 -15- 

 EXHIBIT 3.2 
 (None, unless additional information is set forth below.) 

  
 Model LC Employment Agreement

 -16-

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00200-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00200-of-00352.parquet"}]]