Document:

EX-10.1

 Exhibit 10.1 

EMPLOYMENT CONTRACT 

between 
 Costa Crociere S.p.A., an Italian
company with registered office at Piazza Piccapietra 48, 16121 Genoa (Italy) (hereinafter referred to as the “Company”) 

and 
 Mr. Michael Olaf Thamm, German
citizen, resident in Huebenerstrasse 1, 20457 Hamburg (Germany) (hereinafter referred to as “Mr. Thamm” and, together with the Company, the “Parties”) 

WHEREAS 
 (a) Mr. Thamm has been
employed by the Company since March 12, 1984, lately with a position of President of the AIDA Cruises German Branch, according to an employment agreement dated December 1, 2004 regulated by German law; 

(b) in view of Mr. Thamm’s new role in the Company and his relocation to the Company’s headquarters in Genoa (Italy), the Parties hereby wish to
terminate the employment agreement under point (a) above upon mutual consent, effective June 30, 2012, and to set out the terms and conditions which will regulate Mr. Thamm’s relationship with the Company in the future. 

Now, therefore, it is hereby agreed as follows: 
  

	 	1.	Roles and duties 

 1.1 The Parties confirm that the employment agreement under point (a) in the
preamble is terminated upon mutual consent effective June 30, 2012, with full reciprocal waiver of any claims and/or rights of action in connection with its performance and early termination. 

1.2 Effective July 1, 2012 Mr. Thamm shall be hired by the Company with qualification as “Dirigente”, pursuant to the National
Collective Labor Agreement of the Dirigenti of the Industrial Sector (hereinafter, the “CLA”). Within the frame of his employment Mr. Thamm shall be in charge of the supervision and strategic direction of the Company’s AIDA
Cruises and Iberocruceros businesses. Mr. Thamm shall consequently be part of the AIDA Cruises and Iberocruceros Management Committees. 
 1.3
Mr. Thamm shall report hierarchically to the Board of Directors of the Company and, functionally, to Mr. Howard S. Frank, Vice Chairman and COO of Carnival Corporation & Plc, and Mr. Michael M. Arison, Chairman and
CEO of Carnival Corporation & Plc. 
 1.4 Mr. Thamm shall also hold the different role of Managing Director and CEO of the Company, to be
exercised within the limits of the authorities and powers assigned to him by the Board of Directors of the Company by resolution dated June 27, 2012 and in compliance with the guidelines provided by the Board. 

1.5 Mr. Thamm shall be based at the Company’s headquarters in Genoa. 

 1.6 Mr. Thamm hereby undertakes to provide his best efforts, capacity and time in performing his duties, and
to serve faithfully and honestly the Company, by using his energies for the benefit of the latter. 
 1.7 Mr. Thamm shall at all times observe and act
in accordance with all Company rules, policies, standards, procedures and directives, as amended from time to time. Mr. Thamm confirms that he has received a copy of, and agrees to comply with, the Carnival Corporation & Plc Code of
Business Conduct and Ethics and related policies. 
  

	 	2.	Compensation for 2012 

 Fixed salary 

2.1 For the remainder of 2012 Mr. Thamm shall receive an annual fixed salary of Euro 570.000 gross, on a pro-rata basis. 

2.2 Mr. Thamm’s annual fixed salary shall be paid in 13 monthly instalments, as per the CLA. 

2.3 The amount of Mr. Thamm’s annual fixed salary in excess of the minimum established by the CLA shall be considered an advance payment of any
future increase in the minimum salary, including the “scatti di anzianità” (seniority increases), provided for by the CLA as subsequently amended, and shall therefore absorb and include such increases, except for those increases
expressly declared as “non assorbibili”. 
 Variable salary 

2.4 In 2012 Fiscal Year (hereinafter FY) Mr. Thamm will continue to participate in the AIDA Cruises MBO program, which shall not exceed in the overall 60%
of the fixed salary under para 2.1 above. In particular the bonus shall be quantified as follows: 
 (i) 30% of the fixed salary, as guaranteed minimum
bonus; 
 (ii) an additional 10% of the fixed salary, upon achievement by AIDA Cruises, in a given year, of an Operating Income not lower than the Operating
Income achieved in the previous year; 
 (iii) an additional 1% of the fixed salary for each 1% increase in the Operating Income in a given year compared
with the Operating Income of the previous year, up to a 20% increase. 
 In the event the Operating Income in a given year should exceed 120% of the
Operating Income of the previous year, the bonus quota thus exceeding the 60% threshold will be set aside and paid to Mr. Thamm in the following year. It is understood that in any year, including when Mr. Thamm receives a bonus quota set
aside in the previous year, the bonus shall not exceed in the overall 60% of the fixed salary. 
 The payment of the bonus shall be made after approval, in
March, of the Financial Statements regarding the year of reference. In the event Mr. Thamm’s employment should terminate in the course of a given year the bonus will be payable on a pro rata basis. 

  
 2 

 2.5 In addition, at the end of 2012 FY Mr. Thamm shall receive a one-off entry bonus in the Euro equivalent
of $250,000 gross. 
 2.6 Mr. Thamm shall be eligible to participate in the stock option and/or restricted stock unit schemes of Carnival
Corporation & Plc from time to time in force, at the discretion of the Compensation Committee of Carnival Corporation & Plc, under terms and conditions to be established at the time of implementation of such schemes. 

2.7 Mr. Thamm’s rights under the Carnival Plc stock option plan and restricted stock unit plan currently in force shall continue to be regulated by
the respective plans and regulations, to which reference is hereby expressly made, it being agreed that upon appointment in the role as Managing Director and CEO of the Company Mr. Thamm will be granted the equivalent of $250,000 additional
restricted stock units, according to the terms and conditions of the above-mentioned restricted stock unit plan. 
 2.8 By payment of the fixed salary and,
if payable, the variable salary, as above regulated and as reviewed effective 2013 FY, any and all services performed or to be performed by Mr. Thamm under this contract, including as Managing Director and CEO of the Company and - if so
requested – as director of other companies of the Costa Group, shall be deemed to have been fully remunerated. 
  

	 	3.	Compensation effective as of 2013 FY 

 As of December 1, 2012 the Parties shall agree, by executing
an addendum to this employment contract, on a new compensation plan for Mr. Thamm, subject to the approval of the Compensation Committee of Carnival Corporation & Plc and confirmation by the Board of Directors of the Company. 

The Parties hereby acknowledge and agree that when defining the new compensation plan for Mr. Thamm also the economic terms of the non-competition and
non-solicitation covenant under point 8. below may be revised. 
  

	 	4.	Other benefits 

 4.1 The Company shall bear the costs of the insurance policies provided by the CLA,
covering the risk of death and permanent disability. The Company shall also bear the costs for an health insurance covering also your partner and children. The Company shall also maintain appropriate directors’ and officers’ liability
insurance for Mr. Thamm's benefit. 
 4.2 The Company shall pay up to Euro 150,000 annual housing allowance for Mr. Thamm’s accommodation in
Genoa or nearby. 
 4.3 The Company shall also make available to Mr. Thamm a car with driver as well as a jet private charter for business use within
Europe. 
 4.4 The Company shall also reimburse Mr. Thamm’s relocation expenses from Hamburg to Genoa. 

  
 3 

	 	5.	Reimbursement of business-related expenses 

 Upon presentation of appropriate receipts Mr. Thamm
shall be entitled to be reimbursed for any necessary travelling, hotel and other costs and outlays incurred by him in connection with the discharge of his duties to the extent that such costs and outlays comply with the applicable provisions of
Italian tax law and with the Company’s guidelines for travel expenses. 
  

	 	6.	Duration 

 Mr. Thamm’s employment relationship shall be deemed for an indefinite period of
time, commencing July 1, 2012. However, for all contractual purposes, including under the CLA, Mr. Thamm will be granted a conventional seniority dating back to March 12, 1984. 

 

	 	7.	Duties of loyalty and confidentiality 

 7.1 Mr. Thamm shall provide the Company with his
professional expertise and his best efforts in discharging his duties. Without the prior written consent of the Company, during the employment relationship Mr. Thamm cannot engage into any other activity whether as independent contractor or
employee, as well as to hold a participation in other companies, except for holding of up to 3% of the issued capital of any class of securities of listed companies, or to accept any directorship outside the Carnival Group or to engage into similar
offices. 
 7.2 Mr. Thamm hereby undertakes, during the terms of his employment and thereafter, not to use, disclose or disseminate, either directly or
indirectly, to any other person, organization or entity or otherwise employ in any manner whatsoever any privileged information in any way acquired in the performance of his duties. In particular, Mr. Thamm shall not disclose any technical or
financial information, design, process, procedure, formula or improvement that is valuable and not generally known to the Company’s competitors. Such information shall include, without limitation, all information and documentation, whether or
not subject to copyright, pertaining to product development, methods of operation, cost and pricing structures, marketing information, corporate strategy, product source and customer information, and other private, confidential business matters
relating to the Company or any of its affiliates and/or subsidiaries. 
 7.3 All of the Company’s and/or its affiliates’ and/or its
subsidiaries’ documents, even those signed by Mr. Thamm, are and shall remain property of the Company, and shall be safely preserved and made available to the Board of Directors of the Company at any time, in particular in case of
termination of the relationship. In any event, Mr. Thamm will not be entitled to retain or to make a copy of the aforesaid documentation which shall be, at any time, at Company’s disposal. 

 

	 	8.	Non-competition and non-solicitation covenant 

 8.1 While working with the Company and after termination
of the relationship with the Company for whatever reasons Mr. Thamm undertakes (a) not to operate - either directly or indirectly – as principal, agent, owner, director, employee, partner or advisor in favour of companies in
competition with the Company, which deal with ownership, management and commercial operation 

  
 4 

 
of cruise vessels, and not to acquire a shareholding in the aforesaid companies, except for participations not exceeding 2% in listed companies (b) not to endeavour to entice away from the
Company or any of its affiliates or subsidiaries, any person, firm, company or organization (i) who or which in the preceding 12 months has been a supplier of goods or services to the Company or any of its affiliates or subsidiaries and
(ii) with whom or which Mr. Thamm had, during the term of the employment, direct dealings or personal contact, so as to harm the goodwill or, or so as to compete with, the Company or any of its subsidiaries; (c) not to induce any
employee of the Company or any of its affiliates and/or subsidiaries to resign in order to enter into an employment or independent contractor relationships in favour of third parties engaged in the ownership, management and commercial operation of
cruise vessels. 
 The above obligations shall be effective for a period of 12 months from termination Mr. Thamm’s relationship with the Company
for whatever reasons. 
 8.2 The above non-competition and non-solicitation obligations apply to the territory of: the Italian Republic, the French Republic,
the Federal Republic of Germany, the Republic of Austria, the Swiss Confederation, the Kingdom of Spain, the United States of America, the Federative Republic of Brazil, the Argentine Republic, Dubai and the United Arab Emirates, the Republic of
China. The Parties acknowledge that the above mentioned territorial extension is justified by (i) the multinational character of the Company, (ii) the fact that the business activity of the Company is carried out not only in Italy but also
throughout Europe, the Americas and Asia and (iii) the international scope of Mr. Thamm’s role. It ensues that during the term of validity of this covenant Mr. Thamm shall abstain from performing, directly or indirectly, working
or cooperation activities to the benefit of third parties in the geographical areas mentioned above. 
 8.3 In order to enable the Company to properly verify
Mr. Thamm’s compliance with the above non-competition and non-solicitation obligations, Mr. Thamm shall inform the Company in writing of the working activities he will perform during the term of validity of this covenant, before the
commencement of any such activity. Mr. Thamm also hereby undertakes to inform in advance any new partner, employer and/or principal of the existence of this non-competition and non-solicitation covenant. 

8.4 As specific consideration for this non-competition and non-solicitation covenant, Mr. Thamm shall be paid an amount equal to 100% of his annual fixed
salary and target bonus as it will be in force at the time of termination. Such compensation is considered fair and reasonable in consideration of the diversified professional background and experience that Mr. Thamm has so far acquired. 

8.5 The compensation under paragraph 8.4 above shall be payable to Mr. Thamm in four equal installments as follows: 25% at the time of termination of the
relationship with the Company, 25% by and no later than 4 months after termination, 25% by and no later than 8 months after termination and 25% by and no later than 12 months after termination. 

  
 5 

 8.6 Any single event of breach of the non-competition and non-solicitation covenant shall entail the payment of
liquidated damages to the Company amounting to Euro 600,000. Any more extensive claims and rights to damages of the Company shall remain unaffected by the above provisions. 

8.7 The above shall not prejudice the Company’s right to continue to enforce the above non-competition and non-solicitation obligations and, in such case,
Mr. Thamm’s right to continue to be paid any applicable pro-rata amount of the consideration under paragraph 8.4 above. Should this not be the case, in addition to the payment of the liquidated damages above, Mr. Thamm shall also
return to the Company the consideration, if any, received from the Company pursuant to paragraphs 8.4 and 8.5 above. 
  

	 	9.	Miscellaneous 

 9.1 Unless otherwise provided herein, any and all agreements and arrangements, whether
written or oral, existing between Mr. Thamm and the Company, including in particular the employment agreement dated December 1, 2004 terminated upon mutual consent effective June 30, 2012, shall be replaced/superseded in their
entirety by this contract. 
 9.2 Unless otherwise provided herein, this contract sets forth the entire agreement reached between the Parties regarding the
subject-matter hereof. 
 9.3 This contract shall be governed by the applicable provisions of Italian law and by the CLA. 

Read, understood and executed. 
  

					
	Michael Olaf Thamm	 		  	Costa Crociere S.p.A.
			
	 /s/ Michael Olaf Thamm
	 		  	 /s/ Howard S. Frank

  
 6EX-10.2

 Exhibit 10.2 

January 24, 2013 
 BY HAND 

Mr. Michael Olaf Thamm 
 c/o Costa Crociere S.p.A. 

Dear Mr. Thamm, 
 Further to our recent discussions we are
pleased to submit the following addendum to your Employment Contract with Costa Crociere S.p.A. (the “Contract”), pursuant to paragraph 3 of the Contract, which is therefore intended to be amended accordingly. 

* * * 
 Subject to confirmation by the Board of
Directors of the Company your compensation plan effective Fiscal Year 2013 (“FY 2013”) shall be as follows. 
 Fixed salary 

Effective December 1, 2013 your annual fixed salary shall be equal to Euro 700,000.00 gross, to be paid in 13 monthly installments, as per the CLA (as
defined in the Contract). 
 The amount of your annual fixed salary in excess of the minimum established by the CLA shall be considered an advance payment
of any future increase in the minimum salary, including the “scatti di anzianità” (seniority increases), provided for by the CLA as subsequently amended, and shall therefore absorb and include such increases, except for those
increases expressly declared as “non assorbibili”. 
 Variable salary 

In FY 2013 you will participate in the Costa Crociere CEO Management Incentive Plan, under the terms and conditions specified in Annex A hereto which forms an
integral part of this addendum. 
 Effective Fiscal Year 2014 your variable salary shall be reviewed according to points 5. B. and C. of the attached Costa
Crociere CEO Management Incentive Plan. 
 Restricted Stock Units 

Subject to the Carnival Compensation Committee approval, with reference to FY 2013 you shall be eligible for the equivalent of Euro 650,000.00 Restricted Stock
Units (“RSU”) of Carnival Corporation & Plc, under the terms and conditions of the applicable RSU plan. 
 Performance Based Shares

 Subject to the Carnival Compensation Committee approval, with reference to FY 2013 you shall also be eligible for the equivalent of Euro 350,000.00
Performance Based Shares of Carnival Corporation & Plc, under the terms and conditions of the applicable plan. 

 Stock plans 

Your rights under the Carnival Plc stock plans currently in force shall continue to be regulated by the respective plans and regulations, to which reference is
hereby expressly made. 
 Housing allowance 
 The
Company shall continue to pay up to Euro 150,000.00 annual housing allowance for your accommodation in Genoa or nearby, according to paragraph 4.2 of the Contract. 

* * * 
 It is understood that by payment of the
fixed salary and, if payable, the variable salary, as above regulated, any and all services performed or to be performed by you under the Contract, including as Managing Director and CEO of the Company and - if so requested – as director of
other companies of the Costa Group, shall be deemed to have been fully remunerated. 
 To the extent they are not amended and superseded by the above
provisions, the terms and conditions of the Contract shall remain unchanged. 
 On this occasion, we also inform you that in early 2013 you shall be awarded
the equivalent of Euro 335,720 Restricted Stock Units, as per paragraph 2.7 of the Contract. 
 Would you please execute this addendum for express approval
of the above. 
 Kind regards, 
  

					
		 		 	Costa Crociere S.p.A.
	For receipt and approval:	 		 	
			
	 /s/ Michael Olaf Thamm
	 	  
	 	 /s/ Howard S. Frank

	Michael Olaf Thamm	 		 	Howard S. Frank

 Encl: Annex A “Costa Crociere CEO Management Incentive Plan” 

  
 2 

 ANNEX A TO THE ADDENDUM TO MICHAEL THAMM’S EMPLOYMENT AGREEMENT 

COSTA CROCIERE CEO MANAGEMENT INCENTIVE PLAN 
  

	1.	OBJECTIVE 

 This Costa Crociere CEO Management Incentive Plan (the “Plan”) is designed
to focus the attention of the Costa Crociere S.p.A. (“Costa”) Chief Executive Officer (the “Costa CEO”) on achieving outstanding performance results as reflected in the operating income of one or any combination of
the following entities or business divisions: (1) Costa Cruises, (2) Costa Asia, (3) Iberocruceros, (4) AIDA Cruises, and/or (5) any other operating company under the management of the Costa CEO (the entities or business
divisions identified in (1), (2), (3), (4) and (5) shall be collectively referred to as the “Group” and each of such entities or business divisions shall be individually referred to as a “Member”) and the
operating income of Carnival Corporation & plc (the “Corporation”), as well as other relevant measures. It is intended that the bonuses paid to the Costa CEO under this Plan will be generally based 75% on the Group
Operating Income (defined below) meeting the Group Operating Income Target (defined below) and 25% on achieving the Corporation Operating Income Target (defined below). 
  

	2.	PLAN ADMINISTRATION 

 The administrators of the Plan shall be the Compensation Committees of the Boards
of Directors of the Corporation (the “Compensation Committees” or the “Administrators”). The Compensation Committees shall have sole discretion in resolving any questions regarding the administration or terms of the
Plan not addressed in this document, as well as in resolving any ambiguities that may exist in this document. 
  

	3.	PLAN YEAR 

 The “Plan Year” shall be the 12-month period ending November 30 of each
year. 
  

	4.	PARTICIPATION 

 The Costa CEO shall be eligible to participate in the Plan. In order to receive a cash
bonus under the Plan, the Employment Contract between Costa and Costa CEO, as amended from time to time (the “Contract”) shall have to remain in force, without any notice of termination, until the completion of the applicable Plan Year.

  

	5.	BONUS 

  

	 	A.	For purposes of this Plan, the terms below shall be defined as follows: 

  

	 	i.	The “Group Operating Income” shall mean the net income of the Group before interest income and expense and other non-operating income and expense and income taxes, as reported by the Group for the Plan
Year. 

  
 3 

	 	ii.	The “Group Operating Income Target” for the 2013 Plan Year will be equal to the 2013 approved Plan Group operating income. For subsequent Plan Years, it will be equal to the actual Group Operating
Income for the prior Plan Year adjusted for any change in capacity as follows: 

 Group Operating Income Target = Prior Plan
Year’s actual Group Operating Income per berth day multiplied by the current Plan Year’s planned available lower berth days (“ALBDs”). 
  

	 	iii.	The “Corporation Operating Income” shall mean the operating income of the Corporation as reported by the Corporation in its full year earnings report issued following each Plan Year, including realized
gains and losses recognized on the Corporation’s fuel derivatives. Operating Income does not include interest income and expense, other non-operating income and expense, unrealized gains or losses on the Corporation’s fuel derivatives and
income taxes. 

  

	 	iv.	The “Corporation Operating Income Target” for the Plan Year will be equal to the projected Operating Income for the Plan Year that corresponds to the midpoint of the diluted earnings per share guidance
publicly announced during the first month of the Plan Year by the Corporation. 

 The Compensation Committees may, in their
discretion, increase or decrease the Group Operating Income Target and/or the Corporation Operating Income Target or establish an alternative target for any reason they deem appropriate. In addition, in the discretion of the Compensation Committees,
certain items, including, but not limited to, gains or losses on ship sales can be excluded from the Group and/or Corporation Operating Income Targets and the actual Group and/or Corporation Operating Income for any Plan Year. 

 

	 	B.	The Committees have approved the initial Target Bonus for Costa CEO to be € 900,000.00 gross. In subsequent Plan Years, within 75 days following the commencement of each Plan Year, the Target Bonus shall be
calculated by multiplying the Target Bonus for the prior Plan Year by a percentage equal to 100 plus the percentage change in the Operating Income Target for the new Plan Year (adjusted to eliminate 75% of the fuel price change, up or down, from the
prices assumed in the new Plan Year’s Operating Income Target) as compared to the Operating Income Target of the prior Plan Year. The Committees may, in its discretion, increase or decrease the Target Bonus for any reason they deem appropriate.
The “Target Bonus” is the anticipated level of bonus for a participant if 100% of Operating Income Target is achieved, prior to the Committees exercising discretion to increase or decrease the bonus payable to a participant as
provided in 5.C.ii. 

  

	 	C.	Within 75 days following the end of each Plan Year, the Administrators shall determine the Costa CEO’s bonus for the prior Plan Year as follows: 

 

	 	i.	The actual Group Operating Income, adjusted to reflect the impact of constant (prior year) fuel prices on fuel expense, and the actual Corporation Operating Income for the Plan Year will be confirmed, and the
Administrators shall determine the Costa CEO’s preliminary bonus amount by reference to the schedule appended to this Plan (the “Bonus Schedule”), which calibrates the weighted Group Operating Income Target (75%) and the
Corporation Operating Income Target (25%) for the Plan Year with the Target Bonus for the Costa CEO. The performance range in the Bonus Schedule is from 75% to 120% of the Operating Income Targets with results at 75% or less producing a
preliminary bonus amount equal to 50% of the Target Bonus and at 120% or more producing a preliminary bonus amount equal to 150% of the Target Bonus. Results from 75% to 120% of the Operating Income Targets will be calculated using interpolation.

  
 4 

	 	ii.	The Administrators may then consider other factors deemed, in their discretion, relevant to the performance of the Group and Carnival Corporation & plc, including, but not limited to, the impacts of changes in
accounting principles, unusual gains and/or losses and other events outside the control of management. The Administrators may also consider other factors they deem, in their discretion, relevant to the performance of the Group or Costa’s CEO,
including, but not limited to, operating performance metrics (such as return on investment, revenue yield, costs per ALBD), successful implementation of strategic initiatives and business transactions, significant business contracts, departmental
accomplishments, executive recruitment, new ship orders, and management of health, environment, safety and security matters. Based on such factors, the Administrators may, in their discretion, increase or decrease the preliminary bonus amount
calculated pursuant to Section 5.C.i. by any amount deemed appropriate to determine the final bonus amount. The final bonus amount shall not exceed 200% of the Target Bonus of Costa CEO. 

In addition, the Administrators may adjust the Costa CEO’s bonus amount for any unpaid leave of absence regardless of the nature of the
leave. 
  

	6.	PAYMENT OF BONUS 

 Except as otherwise provided in the section entitled “Participation,”
bonuses shall be paid as soon as administratively practicable following determination of the bonuses by the Administrators. At the discretion of the Administrators, special arrangements may be made for earlier payment. 

Notwithstanding any other provision of this Plan, the issuance of bonuses is at the sole discretion of the Administrators. The Administrators at their sole
discretion, may increase, decrease or withhold bonuses. 
  

	7.	DURATION OF PLAN 

 The Plan will be effective until terminated by the Compensation Committees. 

 

	8.	AMENDMENT OF PLAN 

 The Compensation Committees may amend the Plan from time to time in such respects as
the Compensation Committees may deem advisable. 

  
 5 

 BONUS SCHEDULE 
  

													
	Percent of
Target
Operating
Income
Achieved	  	Bonus
Funding	 	 	Group
Weighted
Bonus
Funding
(75%)	 	 	Corporation
Weighted
Bonus
Funding
(25%)	 
	 Under 75%
	  	 	50.0	% 	 	 	37.50	% 	 	 	12.50	% 
	 75%
	  	 	50.0	% 	 	 	37.50	% 	 	 	12.50	% 
	 76%
	  	 	52.0	% 	 	 	39.00	% 	 	 	13.00	% 
	 77%
	  	 	54.0	% 	 	 	40.50	% 	 	 	13.50	% 
	 78%
	  	 	56.0	% 	 	 	42.00	% 	 	 	14.00	% 
	 79%
	  	 	58.0	% 	 	 	43.50	% 	 	 	14.50	% 
	 80%
	  	 	60.0	% 	 	 	45.00	% 	 	 	15.00	% 
	 81%
	  	 	62.0	% 	 	 	46.50	% 	 	 	15.50	% 
	 82%
	  	 	64.0	% 	 	 	48.00	% 	 	 	16.00	% 
	 83%
	  	 	66.0	% 	 	 	49.50	% 	 	 	16.50	% 
	 84%
	  	 	68.0	% 	 	 	51.00	% 	 	 	17.00	% 
	 85%
	  	 	70.0	% 	 	 	52.50	% 	 	 	17.50	% 
	 86%
	  	 	72.0	% 	 	 	54.00	% 	 	 	18.00	% 
	 87%
	  	 	74.0	% 	 	 	55.50	% 	 	 	18.50	% 
	 88%
	  	 	76.0	% 	 	 	57.00	% 	 	 	19.00	% 
	 89%
	  	 	78.0	% 	 	 	58.50	% 	 	 	19.50	% 
	 90%
	  	 	80.0	% 	 	 	60.00	% 	 	 	20.00	% 
	 91%
	  	 	82.0	% 	 	 	61.50	% 	 	 	20.50	% 
	 92%
	  	 	84.0	% 	 	 	63.00	% 	 	 	21.00	% 
	 93%
	  	 	86.0	% 	 	 	64.50	% 	 	 	21.50	% 
	 94%
	  	 	88.0	% 	 	 	66.00	% 	 	 	22.00	% 
	 95%
	  	 	90.0	% 	 	 	67.50	% 	 	 	22.50	% 
	 96%
	  	 	92.0	% 	 	 	69.00	% 	 	 	23.00	% 
	 97%
	  	 	94.0	% 	 	 	70.50	% 	 	 	23.50	% 
	 98%
	  	 	96.0	% 	 	 	72.00	% 	 	 	24.00	% 
	 99%
	  	 	98.0	% 	 	 	73.50	% 	 	 	24.50	% 
	 100%
	  	 	100.0	% 	 	 	75.00	% 	 	 	25.00	% 
	 101%
	  	 	102.5	% 	 	 	76.88	% 	 	 	25.63	% 
	 102%
	  	 	105.0	% 	 	 	78.75	% 	 	 	26.25	% 
	 103%
	  	 	107.5	% 	 	 	80.63	% 	 	 	26.88	% 
	 104%
	  	 	110.0	% 	 	 	82.50	% 	 	 	27.50	% 
	 105%
	  	 	112.5	% 	 	 	84.38	% 	 	 	28.13	% 
	 106%
	  	 	115.0	% 	 	 	86.25	% 	 	 	28.75	% 
	 107%
	  	 	117.5	% 	 	 	88.13	% 	 	 	29.38	% 
	 108%
	  	 	120.0	% 	 	 	90.00	% 	 	 	30.00	% 
	 109%
	  	 	122.5	% 	 	 	91.88	% 	 	 	30.63	% 
	 110%
	  	 	125.0	% 	 	 	93.75	% 	 	 	31.25	% 
	 111%
	  	 	127.5	% 	 	 	95.63	% 	 	 	31.88	% 
	 112%
	  	 	130.0	% 	 	 	97.50	% 	 	 	32.50	% 
	 113%
	  	 	132.5	% 	 	 	99.38	% 	 	 	33.13	% 
	 114%
	  	 	135.0	% 	 	 	101.25	% 	 	 	33.75	% 

  
 6 

													
	 115%
	  	 	137.5	% 	 	 	103.13	% 	 	 	34.38	% 
	 116%
	  	 	140.0	% 	 	 	105.00	% 	 	 	35.00	% 
	 117%
	  	 	142.5	% 	 	 	106.88	% 	 	 	35.63	% 
	 118%
	  	 	145.0	% 	 	 	108.75	% 	 	 	36.25	% 
	 119%
	  	 	147.5	% 	 	 	110.63	% 	 	 	36.88	% 
	 120%
	  	 	150.0	% 	 	 	112.50	% 	 	 	37.50	% 
	 Over 120%
	  	 	150.0	% 	 	 	112.50	% 	 	 	37.50	% 

  
 7

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00229-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00229-of-00352.parquet"}]]