Document:

Incorporated GEC Long-Term Incentive Compensation Program

 Exhibit 10.8 
  

			
	Confidential	 	Jones Lang LaSalle Incorporated

 Jones Lang LaSalle Incorporated 
 GEC Long-Term Incentive Compensation Program 
 (Effective as of January 1,
2007) 
 I. Objectives 
 Jones Lang LaSalle
Incorporated (the “Company”) has adopted this GEC Long-Term Incentive Compensation Program (the “Plan”) in order to: 
  

	 	(a)	Provide an incentive to specifically-designated Company executives and key contributors (the “Participants”) to achieve the long-term specific strategic goals of the
Company, 

  

	 	(b)	Align the financial interests of the Participants with the interests of shareholders, including by providing a mechanism for Participants to acquire additional equity ownership if
the Company, and 

  

	 	(c)	Attract and retain executive talent in a highly competitive labor market. 

 II. General Plan Provisions 
  

			
	Defined Terms:	  	Capitalized terms used herein without specific definition shall have the respective definitions given to them elsewhere in the Plan.
		
	Eligibility:	  	Members of the Company’s Global Executive Committee (the “GEC”) and such other executives and key contributors as the Compensation Committee of the Company’s Board of
Directors (the “Committee”) may designate from time to time will be eligible to participate in the Plan. No individual will have an automatic right to participate in the Plan.
		
	Selection Procedures:	  	Prior to March 31 of each year, the Company’s Global Chief Executive Officer (the “CEO”) will recommend to the Committee the employees who will participate in the Plan and
their respective specific levels of participation. Once approved by the Committee, the CEO will confirm participation levels to eligible employees in writing. All Participants must be employed by the Company on any Award Date in order to receive an
Award.
		
	 Performance
 Measurement:
	  	 Performance for purposes of the Plan will be based on growth in the Company’s net income available to shareholders (“Net
Income”).
  
 The calculation of Net Income will conform to the then current
Company accounting and financial standards as reflected in its financial statements under generally accepted accounting principles as in effect from time to time. All direct expenses will be included in the calculation of Net Income, including one
time charges, integration and acquisition-related costs and allocation of a portion of global expenses where a business segment benefits directly.
  
 The strategic intent of the Plan is to reward all incentive fees, performance fees and equity gains. However, the Committee reserves the right in its discretion to make
adjustments for income or expense items that may not be consistent with, or promote, the strategic intent of the Plan.
  
 For purposes of the Plan, published financial results may be adjusted by the Committee to reflect the results as they would have been without the effect of any significant accounting changes implemented following the
adoption of the Plan.

		
	 Award
 Determination:
	  	Awards will be determined on a calendar year basis. An individual Participant will receive an Award based on a specified share of the total pool incentive assigned for Plan purposes at the
beginning of each year. A Participant may be selected to participate in the Plan with respect to one year but then not for another year, in the discretion of the Committee.

  

 1 

			
	Confidential	 	Jones Lang LaSalle Incorporated

  
  

			
	 Minimum
 Performance
 Requirements:
	  	In order to receive an Award under the Plan, each of the actual (1) operating margin and (2) total compensation and benefit expense as a percentage of total revenue must meet or exceed the
specific requirements approved by the Committee at the beginning of each calendar year.
		
	 GEC LTIP Pool— Performance
 Sharing

 Rates to be Applied to Net Income Hurdles:
	  	For purposes of determining the value of an award under the Plan (an “Award”), each Participant will share in a specified percentage of a pool (the “GEC LTIP Pool”) that is
established from sharing rates applied to growth in Net Income in excess of the Net Income hurdles established for each year by the Committee and documented in the minutes of its meeting held on May 30, 2007 that are maintained with the corporate
records of the Company.
		
	Percentage Interest Allocation Methodology:	  	 The percentage interest of each Participant will reflect the maximum amount that the Participant may receive from the GEC LTIP Pool following the
end of each calendar year. The percentage allocated to any Participant for a given year may be modified at the beginning of any year, by March 31st
of such year, as recommended by the Company’s CEO and approved by the Committee.
  
 Upon the recommendation of the Company’s CEO and approval by the Committee, other key executives that participate in other Variable Compensation Plans (as defined in the SAIP) may be allocated a percent interest in the GEC LTIP Pool at
the beginning of a year to motivate performance during the period (“Annual Participant”).
  
 Once the initial point allocations are approved for GEC members and other Annual Participants, the Company CEO will be assigned a point interest by the Committee. The Company CEO shall receive no more than 25% of the
interest in the GEC LTIP.
  
 If less than 100% of the GEC LTIP Pool has been allocated at
the beginning of the year, any unallocated interest that may remain at the end of the year may be used to (i) reward then current employees who may have been selected to participate on a discretionary basis or (ii) to provide a retention incentive
to new employees, in either of the foregoing cases upon the recommendation of the Company’s CEO and approval by the Committee.

		
	 Form of
 Awards:
	  	GEC LTIP Awards are anticipated to be made in a combination of cash (“Cash Award”) and restricted stock units (“RSU Awards”). The pay mix will generally be 50% Cash Awards
and 50% RSU Awards, with the final pay mix to be determined by the Committee each year. The Committee reserves the right to pay less than 50% in RSU Awards provided that not more than 50% will be paid in RSU Awards. RSU Awards will otherwise be
subject to the terms of the Company’s Stock Award and Incentive Plan (as amended from time to time, the “SAIP”).
		
	Dividend Equivalents:	  	The Board of Directors may, in its discretion, grant dividend equivalents to employees who were granted RSU Awards. Dividend equivalents are the right to receive cash, common stock, or other
property equal in value to the amount of dividends paid with respect to the Company’s common stock. RSU Awards do not otherwise have voting rights or a legal right to receive dividends until vested.

  

 2 

			
	Confidential	 	Jones Lang LaSalle Incorporated

  
  

			
	Vesting:	  	Participants must be then currently employed by the Company to receive an Award and in order for any Award to vest, subject to the provisions of the Plan and to the terms of the
SAIP.
		
	 Forfeiture upon
 Termination:
	  	Except as set forth below under “Voluntary Termination due to ‘Rule of 65’ Retirement” and “Involuntary Termination due to Death/Disability,” Participants
forfeit unvested Cash Awards and RSU Awards if they voluntarily terminate employment with the Company or are terminated by the Company for Cause. For purposes of the Plan, “Cause” means failure to perform the Participant’s job
responsibilities in good faith, documented poor performance, falsification of Company records, theft, failure to cooperate with an investigation, conviction of any crime against the Company, any of the Company’s subsidiaries or any of their
employees, or a documented violation of the Company’s Code of Business Ethics.
		
	Cash Awards:	  	For Cash Awards, 100% of the Cash Award vests on the thirty-six (36) month anniversary of the Award Date. Cash Awards are not credited with interest or any other income during the vesting
period.
		
	RSU Awards:	  	The Award Date for the RSU Awards will be the date the Committee approves annual bonuses to be paid to GEC members. The closing price of the Company’s common stock on the Award Date will
be used to determine the number of RSUs that each Participant will receive. One hundred percent (100%) of the RSU Award will vest of the thirty six (36) month anniversary of the Award Date.
		
	Change in Control:	  	All unvested Cash Awards and RSU Awards become 100% vested in the event of a Change in Control as defined in the SAIP and as determined by the Committee.
		
	Voluntary Termination due to “Rule of 65” Retirement:	  	All unvested Cash Awards and RSU Awards become 100% vested when an employee terminates employment when any of the following conditions have been met: (i) being at least 55 years old and
having any combination of age plus years of service to the Company and its affiliates equal to at least 65, or (ii) having reached the statutory retirement age as defined within the country of the employee’s residence or citizenship, as
applicable. In addition, as stipulated in the SAIP, the Company may in its discretion impose on a retired employee additional conditions regarding non-competition and non-solicitation of clients and employees in order for the retired employee to
realize such benefits.
		
	 Involuntary Termination
 due to
Death/Disability:
	  	All unvested Cash Awards and RSU Awards become 100% vested when an employee terminates employment as a result of death or total disability, with distributions in accordance with the payout
provisions above.
		
	Use of Forfeited Interests:	  	Forfeited interests that were initially assigned to GEC or other Annual Participants at the beginning of the year, may not be reallocated to GEC or other Annual Participants following the
participant’s termination of employment.
		
	Administration and Interpretation:	  	 As the Plan is a Variable Compensation Plan contemplated by the Company’s SAIP, Awards under the Plan will be administered as performance based
awards under the SAIP. The Plan shall be interpreted by the Committee and such interpretations shall be final.
  
 The Plan will be administered by or under the discretion of the Committee. Subject to the provisions of the

  

 3 

			
	Confidential	 	Jones Lang LaSalle Incorporated

  
  

			
		  	Company’s SAIP, the Committee in its discretion shall have the authority to approve eligibility to participate in the Plan and to establish the terms and conditions under which the
awards become payable. In addition, the Committee shall have the authority to delegate such of its duties and authority under the Plan, including calculation of performance results.
		
	Term of Plan:	  	 The Plan will be effective for the four year performance period starting January 1, 2007 and ending December 31, 2010.
  
 It is anticipated (but not guaranteed) that a subsequent long-term incentive plan would be developed
following the expiration of the above performance period, and such a plan would reflect market competitive compensation practices and business forecasts at that time.

		
	Amendments:	  	The Plan is intended to continue in its initial form and not be amended during its term, provided, however, the Committee reserves the right to amend the Plan in order to maintain its original
objectives at any time during its term. In addition, the Committee may, at any time and from time to time, alter, amend, suspend or terminate the Plan in whole or part. Notwithstanding the foregoing, no amendment shall affect adversely any of the
rights of any Participant under any Award already then previously granted under the Plan.
		
	III. Mandatory GEC Stock Bonus:	  	 In consideration for participating in the Plan, members of the GEC shall receive a mandatory portion of their incentive compensation that would
otherwise be paid in cash (“Cash Bonus”) under the SAIP in the form of restricted stock units as a “Stock Bonus.”
  
 Until modified by the Committee, the following Stock Bonuses will be awarded automatically, with the effect of ratably reducing the Cash Bonuses paid to GEC
members:
  
 Global Chief Executive Officer – 33% of the Cash Bonus to be paid as
Stock Bonus;
 Global Chief Operating and Financial Officer– 25% of the Cash Bonus to be paid as Stock Bonus; and
 Other GEC Members– 20% of the Cash Bonus to be paid as Stock Bonus.
  
 The Award Date for Stock Bonuses will be deemed to be the first trading day in January of each year, with the closing price of the Company’s common stock on that
date used to determine the number of restricted stock unites that a GEC Participant will receive as a Stock Bonus.
  
 The Stock Bonus will be memorialized and subject to the general terms of the Company’s SAIP, with 50% of the RSU award to vest on the eighteen (18) month anniversary of the Award Date and the remaining 50% on the
thirty (30) month anniversary.
  
 As International Directors, GEC members who participate
in the Plan will continue to be automatically subject to the SOP, including its stock ownership guidelines and the voluntary election to decrease or withdraw from SOP once ownership criteria are met. However, no GEC member will receive the
additional 20% firm contribution (“SOP Uplift”) that is made available to other SOP participants.

  

 4Amended and Restated Severance Pay Plan

 Exhibit 10.11 
 JONES LANG LASALLE INCORPORATED 
 SEVERANCE PAY PLAN 
 (As Amended and Restated Effective January 1, 2006) 

 TABLE OF CONTENTS 
  

					
	 SECTION 1
	  	INTRODUCTION	  	1
	 1.1
	  	Purpose.	  	1
	 1.2
	  	Effective Date, Plan Year.	  	1
	 1.3
	  	Employers.	  	1
	 1.4
	  	Administration.	  	2
	 1.5
	  	Plan Supplements.	  	2
			
	SECTION 2	  	ELIGIBILITY FOR PARTICIPATION	  	2
	 2.1
	  	Participants.	  	2
	 2.2
	  	Conditions of Ineligibility.	  	3
			
	SECTION 3	  	PLAN BENEFITS	  	5
	 3.1
	  	Pay.	  	5
	 3.2
	  	Full Years of Continuous Service.	  	5
	 3.3
	  	Base Severance.	  	5
	 3.4
	  	Enhanced Severance.	  	6
	 3.5
	  	Conditions to Payment of Enhanced Severance Benefits.	  	10
	 3.6
	  	Repayments and Forfeitures.	  	10
	 3.7
	  	Offset for Other Benefits or Amounts Due.	  	11
	 3.8
	  	Non-Solicitation of Employees and Clients.	  	11
	 3.9
	  	Continuation Coverage Benefits.	  	11
	 3.10
	  	Benefits for Former Motorola Employees.	  	12
	 3.11
	  	Benefits for Former Procter & Gamble Employees.	  	12
	 3.12
	  	Benefits for Certain Acquired Employees	  	12
			
	SECTION 4	  	PAYMENT OF BENEFITS	  	13
	 4.1
	  	Release.	  	13
	 4.2
	  	Form of Payment.	  	13
	 4.3
	  	Section 409A Restrictions	  	13
	 4.4
	  	Death Benefits.	  	14
			
	SECTION 5	  	FINANCING PLAN BENEFITS	  	14
			
	SECTION 6	  	REEMPLOYMENT	  	14
			
	SECTION 7	  	MISCELLANEOUS	  	14
	 7.1
	  	Information to be Furnished by Participants.	  	14
	 7.2
	  	Employment Rights.	  	15
	 7.3
	  	Employer’s and Administrator’s Decision Final.	  	15
	 7.4
	  	Evidence.	  	15
	 7.5
	  	Uniform Rules.	  	15
	 7.6
	  	Gender and Number.	  	15
	 7.7
	  	Action by Employer.	  	15

 TABLE OF CONTENTS 
 (continued) 
  

					
	 7.8
	  	Controlling Laws.	  	16
	 7.9
	  	Interests Not Transferable.	  	16
	 7.10
	  	Mistake of Fact.	  	16
	 7.11
	  	Severability.	  	16
	 7.12
	  	Withholding.	  	16
	 7.13
	  	Effect on Other Plans or Agreements.	  	16
	 7.14
	  	Non-Duplication.	  	16
	 7.15
	  	No Vested Rights.	  	17
			
	SECTION 8	  	AMENDMENT AND TERMINATION	  	17
	 8.1
	  	Amendment and Termination.	  	17
	 8.2
	  	Notice of Amendment or Termination.	  	17

  

 ii 

 JONES LANG LASALLE INCORPORATED 
 SEVERANCE PAY PLAN 
 (As Amended and Restated Effective January 1, 2006)

 SECTION 1 
 Introduction 
  

	1.1	Purpose. 

 Jones Lang LaSalle Incorporated (the
“Company”) has established the Jones Lang LaSalle Incorporated Severance Pay Plan (the “Plan”) to enable the Company and its subsidiaries and certain affiliates that adopt the Plan with the Company’s consent to provide
severance benefits to eligible employees who involuntarily terminate employment with the Company or its subsidiaries or certain affiliates. Severance benefits for eligible employees shall be determined exclusively under the Plan. The Plan, as set
forth herein, shall constitute an “employee welfare benefit plan” within the meaning of Section 3(1) of the Employee Retirement Income Act of 1974 (“ERISA”). 
  

	1.2	Effective Date, Plan Year. 

 The Plan was originally
established effective June 1, 1998. The “effective date” of the Plan, as amended and restated, is January 1, 2006. The terms of the Plan apply, on and after the effective date, to each participant who terminates employment with
an Employer on or after that date, and such employees will be entitled to benefits only if they satisfy each of the Plan’s requirements for participation and benefits. A “Plan Year” is the 12-month period beginning on January 1
and ending on the following December 31. 
  

	1.3	Employers. 

 Any subsidiary or affiliate of the
Company may adopt the Plan with the Company’s consent. A “subsidiary” of the Company is any corporation more than 50 percent of the voting stock of which is owned, directly or indirectly by the Company. An “affiliate” of the
Company is any business entity in which the Company does not own more than 50 percent of the voting stock, but which exists to spend all or a substantial part of its time to service the Company or its subsidiaries. Currently, Jones Lang LaSalle
Americas, Inc. and LaSalle Investment Management, Inc. are the only participating employers in the Plan other than the Company. Thus, the Company, Jones Lang LaSalle Americas, Inc. and LaSalle Investment Management, Inc. are referred to below
collectively as the “Employers” and sometimes individually as an “Employer.” Notwithstanding the foregoing, the term “Employer” or “Employers” shall not include Jones Lang LaSalle Services, Inc. 

	1.4	Administration. 

 The Plan is administered by the
Chief Human Resources Officer of Jones Lang LaSalle Americas, Inc. (the “Administrator”). The Administrator, from time to time, may adopt such rules and regulations as may be necessary or desirable for the proper and efficient
administration of the Plan and as are consistent with the terms of the Plan. The Administrator, from time to time, may also appoint such individuals to act as the Company’s representatives as the Administrator considers necessary or desirable
for the effective administration of the Plan. In administering the Plan, the Administrator shall have the sole discretionary authority to construe and interpret the provisions of the Plan and make factual determinations thereunder, including the
authority to determine the eligibility of employees and the amount of benefits payable under the Plan. The Administrator shall have the sole discretionary authority to grant or deny benefits under this Plan. Benefits under this Plan will be paid
only if the Administrator decides in his or her sole discretion that the applicant is entitled to them. Any notice or document required to be given or filed with the Company will be properly given or filed if delivered or mailed, by registered mail,
postage prepaid, to the Company, attention Severance Pay Plan Administrator, at Jones Lang LaSalle Incorporated, 200 East Randolph Drive, Chicago, Illinois 60601. 
  

	1.5	Plan Supplements. 

 The provisions of the Plan may
be modified by supplements to the Plan. The terms and provisions of each supplement are a part of the Plan and supersede the provisions of the Plan to the extent necessary to eliminate inconsistencies between the Plan and the supplement(s).

 SECTION 2 
 Eligibility for Participation 
  

	2.1	Participants. 

 Subject to the conditions and
limitations of the Plan, the Plan is applicable to each regular employee whose employment with the Employer is terminated for reasons described below, and who is not otherwise ineligible for severance pay under subsection 2.2. In addition, the Plan
is applicable to GEC Participants as defined in subsection 3.4(e) to the extent provided therein and to Modified Participants as defined in subsection 3.4(f) to the extent provided therein. A “regular employee” means an employee of an
Employer who is eligible for coverage under the Employer’s medical benefit plan, who spends all or substantially all of his or her time on Employer matters, and who is not covered by a written agreement or severance agreement, unless such
agreement specifically provides for participation in the Plan. Notwithstanding the foregoing, a “regular employee” also includes: (i) “Hired Employees” as that term is defined in the February 25, 2002 Employee Matters
Agreement between Jones Lang LaSalle Americas, Inc., LPI Service Corporation, and Motorola, Inc. (the “Agreement”) (hereinafter referred to as “Former Motorola Employees”); and (ii) Janet Kissel and Timothy McParlane
(hereinafter referred to as “Former Procter & Gamble Employees”). The Plan does not apply to the following employees of an Employer: 
  

	 	(a)	those who are covered by a collective bargaining agreement; 

  

 2 

	 	(b)	those who are performing services for an Employer pursuant to the terms of an individual agreement (i.e., an employment agreement or as an independent contractor) or a leasing
arrangement with another entity (i.e., as a leased employee); and 

  

	 	(c)	except in the case of the GEC Participants, those who perform all or most of their services outside the United States. 

 A regular employee described above who satisfies each of the conditions and limitations of the Plan (including subsection 2.2) will become a participant in the Plan on
the date the participant’s employment with an Employer ends due to involuntary termination on account of (i) job elimination; (ii) permanent reduction in work force; or (iii) permanent shut down of a facility, department or
subdivision. The Administrator shall have sole and exclusive discretion to determine whether an involuntary termination is on account of any such event. A GEC Participant will also become a participant in the Plan on the date he or she becomes
eligible for benefits under subsection 3.4(e). An employee in the job categories of National, Regional or International Director becomes a Modified Participant in the Plan on the date he or she becomes eligible for benefits under subsection 3.4(f).

  

	2.2	Conditions of Ineligibility. 

 An otherwise eligible
employee shall not be eligible for severance pay under the Plan if: 
  

	 	(a)	employment with the Employer terminates by reason of discharge for cause including, but not limited to, violations of the Company’s policies or Code of Business Ethics, willful
or grossly negligent breach of the participant’s duties as an employee of the Employer, fraud, embezzlement, theft, falsification of documents, use or distribution on premises of illegal drugs, refusal to co-operate with an investigation or any
other similar dishonest conduct; 

  

	 	(b)	employment with the Employer terminates involuntarily as a result of poor performance, as determined by the Administrator; 

  

	 	(c)	employment with the Employer terminates by reason of death of the employee; 

  

	 	(d)	employment with the Employer terminates voluntarily for any reason, including retirement, resignation or job abandonment; 

  

	 	(e)	at the time of his or her termination, the employee is entitled to any form of disability benefit or workers’ compensation, provided however, that an employee who is certified
to return to work and whose disability benefits or workers’ compensation ends and who cannot be placed in employment with an Employer shall then become eligible for severance pay under the Plan; 

  

 3 

	 	(f)	employment with an Employer is involuntarily terminated after the employee refuses a position with an Employer, a subsidiary, an affiliate, a client or a company that takes over a
client assignment that an Employer loses, or a company to whom an Employer outsources that position, provided that such position is reasonably comparable in responsibility and salary, and is in the same general location (the Administrator shall have
sole discretion to determine whether the position offered constitutes a “reasonably comparable” position for purposes of this subparagraph); 

  

	 	(g)	the employee has not remained employed with an Employer until the date of any qualifying job elimination, permanent reduction in work force or permanent shut down of a facility,
department or subdivision, regardless of whether an advance announcement was made before such event. If an employee does not remain employed with an Employer until the last work day of an event described in this subparagraph, no benefits under the
Plan are payable to the employee; 

  

	 	(h)	the Plan is terminated, whether or not the Company provided prior notice concerning the termination of the Plan; 

  

	 	(i)	an employee’s employment is terminated in conjunction with the sale or transfer (whether of stock or assets) of all or any part of the business of an Employer;

  

	 	(j)	an employee takes a position with the same or another Employer, a subsidiary, an affiliate of an Employer or a client or company that takes over a client assignment that the
Employer loses, or a company to whom an Employer outsources that position; 

  

	 	(k)	employment with an Employer terminates involuntarily as a result of the loss of a property or facility management assignment within the Accounts or Markets groups or the Retail
business units, as determined in the sole discretion of the Administrator. For purposes of this subparagraph, loss of a property or facility management assignment shall include the resignation or relinquishment by an Employer of a property or
facility management assignment; 

  

	 	(l)	an employee is terminated after a client of the Employer requests that the employee cease providing services at the client’s premises; and 

  

	 	(m)	except as provided in subsection 3.4(e) in the case of a GEC Participant, an employee is entitled to severance benefits under any other plan, program or arrangement maintained by an
Employer. 

 Except as provided in subsection 3.4(e), in no event shall any participant’s severance pay benefit exceed an amount equal to
24 months of the participant’s base pay. 
  

 4 

 SECTION 3 
 Plan Benefits 
  

	3.1	Pay. 

 “Pay” for purposes of the Plan
shall mean: 
  

	 	(a)	for salaried employees, the participant’s annualized base salary (excluding any target bonus and/or value added compensation, cost of living adjustment (“COLA”), or
any other type or form of compensation); or 

  

	 	(b)	for hourly employees, the participant’s annualized base compensation, calculated by multiplying the participant’s regular hourly rate by 2080. 

 Pay rates will be the rates in effect on a participant’s last date of employment with an Employer. Any performance or merit reviews that are pending or in process
shall not affect the amount of any severance pay benefit. In determining the amount of a participant’s weekly pay for purposes of subsection 3.4, the monthly amounts determined above shall be multiplied by twelve, then divided by a factor of
52. 
  

	3.2	Full Years of Continuous Service. 

 A
participant’s “full years of continuous service” for purposes of the Plan shall mean the number of completed twelve-consecutive month periods, prior to his or her employment termination date, measured from the participant’s last
date of hire by an Employer, determined in accordance with the Employer’s personnel records. No fractional years of service are counted under the Plan. An employee’s service remains “continuous” despite a break in service,
provided the employee has incurred only one break in service and it is less than 12 months in duration, and such employee repays any severance benefit paid by the Employer or subsidiary attributable to such service before the break in service. For
purposes of the preceding sentence, and disregarding fractional years, an employee’s number of full years of continuous service: 
  

	 	(a)	before such a break in service, and 

  

	 	(b)	after such a break in service 

 shall be added together and the sum shall
be the employee’s number of full years of continuous service. 
  

	3.3	Base Severance. 

 A participant who is eligible for
severance pay under the Plan shall be entitled to receive as base severance pay an amount equal to one-half month of Pay as of the date of his or her termination from the Employer. 
  

 5 

	3.4	Enhanced Severance. 

 In addition to the base
severance pay that an eligible employee is entitled to receive under subsection 3.3 of the Plan, an eligible employee who satisfies all of the conditions of the Plan (specifically including the execution of the Severance Agreement and General
Release described in subsection 3.5) will be entitled to enhanced severance pay in an amount determined by multiplying the participant’s number of full years of continuous service, times the applicable multiplier from the table below, times the
participant’s weekly Pay (as described in subsection 3.1), and the result so determined shall not be less than the minimum number of months of Pay as set forth in column (c) of the following table, but shall not exceed the maximum number
of months of Pay as set forth in column (d) of the following table: 
  

							
	 (a)
 Position Level
	  	(b)
Applicable Multiplier
(Applicable to Participant’s
Weekly Pay x Full Years of
Continuous Service)	  	(c)
Minimum Months
of Pay (as defined
in subsection
3.1)	  	(d)
Maximum Months
of Pay (as defined
in subsection
3.1)
	 International & Regional Director
	  	3	  	6 Months	  	15 Months
				
	 National & Associate Director
	  	2	  	1 Month	  	9 Months
				
	 Exempt Staff
	  	1	  	1 Month	  	6 Months
				
	 Non-Exempt Staff
	  	1	  	1 Month	  	3 Months

 Under the circumstances set forth in subsection 3.4(e) with respect to GEC Participants, enhanced severance pay
for a GEC Participant will be separately calculated pursuant to such subsection 3.4(e). 
 In addition to the amount of severance set forth in subsections
3.3 and 3.4, the following additional benefits are provided: 
  

	 	(a)	Benefit Continuation. If the participant elects COBRA, as defined in subsection 3.9, continuation coverage, for each month that such coverage continues the Employer will
reimburse a participant for a portion of the cost of medical and dental insurance coverage, subject to subsection 3.9, and further subject to the following limits: 

  

	 	(i)	the Employer will cease reimbursing such costs beginning with the same month the participant ceases to be covered by COBRA; and 

  

	 	(ii)	in no event will the Employer reimburse such costs for more than the number of weeks for which enhanced severance pay is payable, as determined above or in subsection 3.4(e),
regardless of the form in which payment is actually made. The number of weeks for which enhanced severance pay is payable shall be determined without regard to whether such severance pay is paid in a lump sum. 

  

 6 

	 	(b)	Outplacement Counseling Services. The Employer will provide each participant with outplacement counseling services to be provided by a firm of the Employer’s choice. The
nature of such services, its duration and all other terms and conditions shall be determined by the Employer. 

  

	 	(c)	Timing and Consideration. Each of the enhanced severance arrangements described in this subsection 3.4 will become available to a participant beginning after the seven day
revocation period following the execution of the Severance Agreement and General Release as described below. The consideration for this voluntary Severance Agreement and General Release shall be the enhanced severance, Employer-provided benefits and
outplacement counseling services, if applicable, to which the participant otherwise would not be entitled. Benefits are payable at the time and in the manner described in subsection 4.2. 

  

	 	(d)	Prorated Target Bonus. The provisions in this subsection 3.4(d) shall apply exclusively to Plan participants who: (i) have target bonuses; and (ii) are not GEC
Participants as defined in subsection 3.4(e); (a “Target Bonus Participant”). 

 In the event a Target Bonus
Participant has otherwise satisfied all of the conditions of the Plan for enhanced severance under subsection 3.4 (specifically including executing the Severance Agreement and General Release described in subsection 3.5), such Target Bonus
Participant may receive a prorated share of his or her target bonus for the year of termination, subject to the Employer’s then existing practice of determining discretionary bonus payments. Payment of bonuses is within the Employer’s sole
discretion, and may be made, if at all, subject to year-to-year variations. Factors included in considering individual bonus awards include, without limitation, the employee’s performance against specific objective and subjective standards
developed with his or her manager, subjective evaluation by management and the anticipated performance of the Employer, region and business unit. A consideration of these factors may lead to a Target Bonus Participant receiving more than, less than
or none of his or her prorated target bonus. Any bonus payment shall be less any required payroll deductions. 
 Furthermore, except as
specifically otherwise provided in this subsection 3.4(d), all of the other provisions and conditions of the Plan shall be applicable to enhanced severance payable to a Target Bonus Participant. 
  

	 	(e)	 GEC Supplemental Benefit. The provisions in this subsection 3.4(e) shall apply exclusively to each of those individuals who is a member of the Company’s
Global Executive Committee (the “GEC”) or any successor global management committee to the GEC as may be designated as such by the Company at the time of his or her termination. As of May 1, 2004, the GEC consists of the
Company’s Global Chief Executive Officer, Global Chief Financial Officer and the Chief 

  

 7 

	 	 
Executive Officers of each of the Company’s Americas, Europe, Asia-Pacific and LaSalle Investment Management operating units (each a “GEC
Participant” and collectively the “GEC Participants”). 

 In the event that the employment of a GEC
Participant with the Employer ends due to an involuntary termination for any reason other than those set forth in subsections 2.1 or 2.2(a), (b), (c), (d), (e), (f), (g), (j), (k) or (m), then such GEC Participant, if he or she has satisfied
all of the conditions of the Plan (specifically including executing the Severance Agreement and General Release described in subsection 3.5), will be entitled to enhanced severance pay equal to the sum of: (i) 52 times the GEC
Participant’s weekly Pay; plus (ii) an amount equal to the annual target bonus then in effect for such GEC Participant. Such enhanced severance pay shall be payable in a lump sum. 
 In addition to the foregoing amounts: 
  

	 	(i)	if a GEC Participant is terminated under this subsection 3.4(e) between January 1 in a given year and the date thereafter on which the Company pays bonuses in respect of the
previous year (the “Bonus Payment Date”), then the GEC Participant shall remain eligible to receive his or her bonus on the Bonus Payment Date subject to the Company’s then existing practice of determining discretionary bonus payments
and otherwise subject to the considerations with respect to the payments of bonuses set forth in subsection 3.4(d); 

  

	 	(ii)	if a GEC Participant is terminated under this subsection 3.4(e) between the Bonus Payment Date and June 30 of any given year, then the GEC Participant shall not be eligible to
receive any further bonus payment beyond any bonus paid in respect of the then previous Bonus Payment Date; and 

  

	 	(iii)	if a GEC Participant is terminated under this subsection 3.4(e) between June 30 and December 31 (inclusive) of any given year, then when the Company calculates and pays
bonuses in the following year, such GEC Participant may receive a prorated share of his or her target bonus for the year of termination, subject to the Employer’s then existing practice of determining discretionary bonus payments and otherwise
subject to the considerations with respect to the payments of bonuses set forth in subsection 3.4(d). 

 After termination under
this subsection 3.4(e), a GEC Participant shall not be eligible to receive any bonus payments except as specifically contemplated in this subsection as set forth above. 
  

 8 

 In the case of subsection 2.2(f), it shall be the Compensation Committee (rather than the Administrator)
that has the discretion to determine whether the position offered to a GEC Participant constitutes a “reasonably comparable” position (which in any event may only with the Company or one of its subsidiaries). In the case of subsection
2.2(m), the GEC Participant shall be permitted to elect whether to receive severance payments under this Plan or under such other plan, program or arrangement (including an employment agreement) with respect to which he or she may be entitled to
receive severance (or “Garden Leave”) benefits, but shall not be entitled to receive payments under both. Such election must be made on or after the date the GEC Participant is terminated and before the GEC Participant receives severance
payments from an Employer under any plan, program or arrangement, including this Plan, for such termination. Payment of severance under this Plan shall not, however, preclude payment of any other benefits (such as, for example, with respect to
health care) that may otherwise be provided under any separate plan, program or arrangement (including an employment agreement). 
 For
avoidance of doubt, the provisions of the Plan shall apply according to its terms if the particular circumstances set forth in subsection 2.1 of the Plan cause a GEC Participant’s employment to end. Furthermore, except as specifically otherwise
provided in this subsection 3.4(e), all of the other provisions and conditions of the Plan shall be applicable to enhanced severance payable to a GEC Participant. 
  

	 	(f)	Modified Participant Benefit. The provisions in this subsection 3.4(f) shall apply exclusively to individuals who (i) are individuals in the job categories of National,
Regional or International Director whose employment is involuntarily terminated; (ii) are otherwise not eligible for severance benefits as participants under the Plan; and (iii) are not ineligible for severance benefits under
Section 2.2(a), (c), (d), (e), (f), (g), (h), (i), (j), (k), (l) or (m) of the Plan. A person meeting all the criteria in the previous sentence shall be deemed to be a “Modified Participant.” In the event of such
termination, then such Modified Participant, if he or she satisfies all of the conditions of the Plan (specifically including executing the Severance Agreement and General Release described in subsection 3.5), will be entitled to the following
enhanced severance payment, in addition to the base severance under section 3.3: 

  

	 	A.	If terminated after Performance Counseling: 

  

	 	 i.
	 For National Directors – one-half ( 1/2
) month base compensation 

  

	 	 ii.
	 For Regional or International Directors – one and one-half (1 1/2) months base compensation. 

  

	 	B.	If terminated without Performance Counseling – one-half of the enhanced severance benefits to which the Modified Participant would have been eligible had the Modified
Participant been an eligible Participant under the Plan. 

  

 9 

 For purposes of this Amendment, “Performance Counseling” shall mean the written memorandum or
memoranda explaining a performance deficiency, and/or a 30-day period from the first written memorandum. “Terminated after Performance Counseling” shall mean involuntary termination within six months of Performance Counseling, which shall
be six months after the date on which the 30 days from the first written memorandum expires or the date of the last written memorandum, whichever is later. Terminations outside six months after Performance Counseling shall be considered terminations
“without Performance Counseling.” 
  

	3.5	Conditions to Payment of Enhanced Severance Benefits. 

 As a condition to receiving the enhanced severance benefits described in subsection 3.4, each participant is required to: 
  

	 	(a)	Execute and submit within the allotted time, a Severance Agreement and General Release in the form prescribed. A participant may be required to re-execute the release on his or her
date of separation, if necessary. If a participant’s signed release is not returned by the deadline, no enhanced severance benefits are provided. If a participant revokes the Severance Agreement and General Release within the seven day
revocation period, no enhanced severance benefits will be provided. 

  

	 	(b)	Return all Employer property (including, but not limited to computers, keys, credit cards, documents, records, identification cards and equipment) on or before his or her
termination of employment. 

  

	 	(c)	Repay all loans or other amounts due to the Employer including, without limitation, any outstanding corporate credit card balances or negative paid-time-off balances. Any loans or
other amounts due from the employee shall be set off against and deducted from the severance amount otherwise due the employee under the Plan. 

  

	3.6	Repayments and Forfeitures. 

 Notwithstanding any
other provision of the Plan, any participant who accepts benefits under the Plan shall reimburse the Employer for the full amount of any benefits he or she received under the Plan if the participant subsequently discloses any of the Employer’s
trade secrets, violates any written covenants between such participant and the Employer or otherwise engages in conduct that may adversely affect the Employer’s reputation or business relations. In addition, any participant described in the
preceding sentence shall forfeit any right to benefits under the Plan which have not yet been paid. If, and to the extent required by the terms of any agreement between the Employer and a third party concerning the sale or transfer of all or any
portion of the Employer, any 

  

 10 

 
participant whose employment is involuntarily terminated in conjunction with such sale and who becomes a direct competitor of such third party or is employed
by a direct competitor of such third party shall forfeit any right to any additional benefits under the Plan which have not yet been paid. In addition, repayments of benefits may be required as provided in subsection 3.2. 
  

	3.7	Offset for Other Benefits or Amounts Due. 

 Except
as provided in subsection 3.4(e), the amount of any benefits payable to a participant under the Plan shall be reduced on a dollar-for-dollar basis by any separation, termination or similar benefits that an Employer, subsidiary or affiliate pays or
is required to pay to such participant through insurance or otherwise under any plan, program, agreement or contract of the Employer, subsidiary or affiliate, or under any federal or state law. 
  

	3.8	Non-Solicitation of Employees and Clients. 

 As a
condition to receiving enhanced severance benefits, each participant shall execute a release in a form specified by the Employer, containing the participant’s agreement to the following restrictions: during the period severance is payable, or
during the period of 12 months after termination, whichever is longer, the participant shall not (i) solicit or induce any other employees of an Employer or subsidiary to leave the employ of the Employer; (ii) solicit or induce any of an
Employer’s or subsidiary’s clients to discontinue or reduce the extent of such relationship with the Employer or subsidiary; or (iii) assist, perform services for or have any equity interest in any of an Employer’s or
subsidiary’s clients. If a participant fails to comply with such restrictions, any remaining unpaid benefits under the Plan shall not be paid and the Employer may pursue all legal remedies available to it, including recovery of severance
already paid. The Employer has the sole discretion to determine whether an entity is a “client” of Employer or a subsidiary. 
  

	3.9	Continuation Coverage Benefits. 

 If a participant
elects to continue health insurance coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”), the Employer will subsidize a portion of the premium for such continuation coverage until the occurrence of the
earlier: (i) the date that the employee becomes covered under another group plan; or (ii) the last day of the employee’s severance pay period. The Employer will subsidize the premium to the extent that the participant would otherwise
be required to pay more for such coverage during such period than a similarly situated active employee would be required to pay for comparable coverage. After the end of the severance pay period, the participant will be required to pay the full
premium for any remaining COBRA continuation coverage. The payment of benefits under the Plan shall in no way affect a participant’s COBRA coverage, which coverage shall terminate in accordance with the COBRA coverage provisions of the
Employer’s medical and dental plans covering the participant. 
  

 11 

	3.10	Benefits for Former Motorola Employees. 

 Notwithstanding any provision of this Plan to the contrary, if any Former Motorola Employee is terminated other than for Cause within five years of the Transfer Date, such Former Motorola Employee will be entitled to the greater of:
(i) the benefits available under this Plan; or (ii) the benefits described in the Motorola Severance Plan then in effect (but not to exceed the benefits levels in effect under the Motorola Severance Plan as of the Transfer Date). For
purposes of calculating these benefits, such Former Motorola Employee’s service with Motorola, Inc. shall be credited according to the terms of the Agreement. If a release of claims was required in order to obtain benefits under the Motorola
Severance Plan, then the Former Motorola Employee must execute a release of claims against the Employers as described in subsection 3.5 of this Plan in order to be entitled to such benefits. Notwithstanding the foregoing, no employee will be
entitled to benefits under both this Plan and the Motorola Severance Plan. The terms “Cause,” “Transfer Date” and “Motorola Severance Plan” for purposes of this subsection have the same meaning as they do in the
Agreement. 
  

	3.11	Benefits for Former Procter & Gamble Employees. 

 Notwithstanding any provision of this Plan to the contrary, if a Former Procter & Gamble Employee is terminated other than for Cause prior to September 1, 2005, the Former Procter & Gamble Employee will be entitled to
benefits calculated under the Procter & Gamble Severance Plan rather than the benefits normally calculated under this Plan. If a release of claims was required in order to obtain benefits under the Procter & Gamble Severance Plan,
then the Former Procter & Gamble Employee must execute a release of claims against the Employers as described in subsection 3.5 of this Plan in order to be entitled to such benefits. Effective September 1, 2005, the Former
Procter & Gamble Employee’s benefits under the Plan, if any, will be determined according to the provisions of the Plan other than this subsection 3.11 based on the Former Procter & Gamble Employee’s date of hire with the
Employer. Notwithstanding the foregoing, no Former Procter & Gamble Employee will be simultaneously entitled to benefits under both this Plan and the Procter & Gamble Severance Plan. 
  

	3.12	Benefits for Certain Acquired Employees 

 Notwithstanding the provisions of subsections 3.3 and 3.4, the Company may, in its discretion, provide severance pay and benefits that are different than those set forth in such subsections in the event the Company enters into an agreement
or arrangement with a third party to provide special severance pay and benefits to certain employees acquired from the third party. Other than with regard to special severance pay and benefits, all of the other terms of the Plan shall apply to such
employees. 
  

 12 

 SECTION 4 
 Payment of Benefits 
  

	4.1	Release. 

 No enhanced severance pay benefits under
subsection 3.4 of the Plan shall be payable to any participant until such participant has executed a release (as described in subsection 3.5) of all of such participant’s then existing rights and legal claims against the Employers and their
subsidiaries and affiliates. 
  

	4.2	Form of Payment. 

 Subject to the conditions and
limitations of any applicable supplement to the Plan and the distribution requirements under Section 409A of the Internal Revenue Code of 1986 (the “Code”) described in Section 4.3, benefits shall be paid in equal installments
according to the Employer’s normal payroll schedule; provided, that all benefit payments to a participant must be completed within 24 months following the date on which the participant’s employment terminates. The Employer may, in its sole
discretion, elect to pay benefits in a lump sum. Notwithstanding the foregoing, all severance payments made pursuant to subsection 3.4(e) shall be made in a lump sum. All payments made under the Plan are subject to reduction for withholding.
Severance payments made under this Plan are not considered eligible wages for any other Employer-provided benefits, including the 401(k) plan. 
  

	4.3	Section 409A Restrictions 

 Code Section 409A places certain restrictions on when severance pay may be distributed. If a
participant who is entitled to severance pay under this Plan is deemed to be a “specified employee” (as defined in the Treasury Department Regulations for Code Section 409A), the first installment of severance pay shall be paid
beginning at least six months after the participant’s termination date. However, the six-month delay restriction in the previous sentence will not apply if (A) the severance pay is distributed not later than 2- 1/2 months following the end of the year in which the participant’s employment terminated, or (B) the severance pay meets
the following two requirements: 
  

	 	(a)	The entire amount of the severance pay does not exceed the lesser of (1) two times the participant’s annual compensation for the year preceding the termination, or
(2) two times the Code Section 401(a)(17) limit for the year of the termination ($440,000 for terminations in 2006, $450,000 for terminations in 2007); and 

  

	 	(b)	All amounts are paid by December 31 of the second calendar year following the year in which the termination occurs (e.g., if the participant terminates employment in 2007, all
payments must be made by December 31, 2009). 

  

 13 

	4.4	Death Benefits. 

 In the event of a
participant’s death before he or she receives all benefits to which he or she otherwise would be entitled under the Plan, payment of his or her benefits shall be made to his or her beneficiary in installments or a lump sum, as determined by the
Company, subject to any distribution requirements under Section 409A of the Code. By signing a form furnished by the Employer (and approved by the Company), each participant may designate any person or persons to whom his or her benefits are to
be paid if he or she dies before he or she receives all of his or her benefits. A beneficiary designation form will be effective only when the form is filed with the Employer while the participant is still alive and will cancel all beneficiary
designation forms previously filed by the participant with the Employer with respect to this Plan. If a deceased participant has failed to designate a beneficiary as provided above, or if the designated beneficiary predeceases the participant,
payment of the participant’s benefits shall be made to his or her estate. If a designated beneficiary dies before complete payment of any benefits attributable to a participant, remaining benefits shall be paid to the beneficiary’s estate.

 SECTION 5 
 Financing
Plan Benefits 
 All benefits payable under this Plan shall be paid directly by the Employers out of their general assets. The Employers
shall not be required to segregate on their books or otherwise any amount to be used for the payment of benefits under this Plan. 
 SECTION 6 
 Reemployment 
 If a participant who is entitled to receive benefits under the Plan is reemployed by an Employer, by any enterprise in which the Employer owns an interest, or by any acquiror of all or a portion of an Employer
(whether by stock or assets) before all his or her benefits have been paid, any benefits remaining to be paid will be forfeited. 
 SECTION
7 
 Miscellaneous 
  

	7.1	Information to be Furnished by Participants. 

 Each
participant must furnish to his or her Employer such documents, evidence, data or other information as the Employer considers necessary or desirable for the purpose of administering the Plan. Benefits under the Plan for each participant are provided
on the condition that he or she furnish full, true and complete data, evidence or other information, and that he or she will promptly sign any document related to the Plan, requested by his or her Employer. 
  

 14 

	7.2	Employment Rights. 

 The Plan does not constitute a
contract of employment and participation in the Plan will not give a participant the right to be rehired or retained in the employ of an Employer on a full-time, part-time or any other basis or to be retrained by the Employer, nor will participation
in the Plan give any participant any right or claim to any benefit under the Plan, unless such right or claim has specifically accrued under the terms of the Plan. Participants remain employees “at-will.” Nothing in the Plan guarantees
that a participant will receive his or her target bonus during his or her employment with the Employer. 
  

	7.3	Employer’s and Administrator’s Decision Final. 

 Any interpretation of the Plan and any decision on any matter within the discretion of an Employer or Administrator made by the Employer or Administrator in good faith is binding on all persons. The Administrator will establish and maintain
a written procedure under which participants may submit claims for benefits, and may request reviews of denied claims. 
  

	7.4	Evidence. 

 Evidence required of anyone under the
Plan may be by certificate, affidavit, document or other information which the person relying thereon considers pertinent and reliable, and signed, made or presented by the proper party or parties. 
  

	7.5	Uniform Rules. 

 In managing the Plan, the Employers
will apply uniform rules to all participants similarly situated. The Administrator may make such other awards of severance benefits to any employee or group of employees as he or she deems desirable, pursuant to conditions and procedures established
in writing from time to time in accordance with the terms of the Plan and as are incorporated in the Plan. 
  

	7.6	Gender and Number. 

 Where the context admits, words
in the masculine gender shall include the feminine and neuter genders, the plural shall include the singular and the singular shall include the plural. 
  

	7.7	Action by Employer. 

 Any action required of or
permitted by the Company or an Employer under the Plan shall be by resolution of its Board of Directors, by resolution of a duly authorized committee of its Board of Directors, by a person or persons authorized by resolutions of its Board of
Directors or such committee, or by the Administrator. An amendment to the Plan that is approved subsequently by resolution of the Board of Directors or a duly authorized committee of the Board of Directors may have retroactive effect. 
  

 15 

	7.8	Controlling Laws. 

 Except to the extent superseded
by ERISA, the laws of the State of Illinois shall be controlling in all matters relating to the Plan. 
  

	7.9	Interests Not Transferable. 

 Subject to subsection
3.7, the interests of persons entitled to benefits under the Plan are not subject to their debts or other obligations and, except as may be required by the tax withholding provisions of the Code or any state’s income tax act, or pursuant to an
agreement between a participant and the Employer, may not be voluntarily sold, transferred, alienated, assigned or encumbered. 
  

	7.10	Mistake of Fact. 

 Any mistake of fact or
misstatement of fact shall be corrected when it becomes known and proper adjustment made by reason thereof. 
  

	7.11	Severability. 

 In the event any provision of the
Plan shall be held to be illegal or invalid for any reason, such illegality or invalidity shall not affect the remaining parts of the Plan, and the Plan shall be construed and enforced as if such illegal or invalid provisions had never been
contained in the Plan. 
  

	7.12	Withholding. 

 The Employers reserve the right to
withhold from any amounts payable under this Plan all federal, state, city and local taxes as shall be legally required and any applicable insurance or health coverage premiums, as well as any other amounts authorized or required by Employer policy
including, but not limited to, withholding for garnishments and judgments or other court orders. 
  

	7.13	Effect on Other Plans or Agreements. 

 Payments or
benefits provided to a participant under any Employer stock, deferred compensation, savings, retirement or other employee benefit plan are governed solely by the terms of such plan. Any obligations or duties of a participant pursuant to any
non-competition or other agreement with an Employer shall be governed solely by the terms of such agreement and shall not be affected by the terms of this Plan. 
  

	7.14	Non-Duplication. 

 No person will be entitled to
benefits under this Plan who is entitled to severance or similar benefits under any other plan or arrangement of an Employer, unless otherwise expressly provided in this Plan. 
  

 16 

	7.15	No Vested Rights. 

 No person shall acquire any
vested rights to any benefits described in the Plan, and the Company reserves the right to discontinue such benefits at any time, as further provided in subsection 8.1. 
 SECTION 8 
 Amendment and Termination 
  

	8.1	Amendment and Termination. 

 The Company reserves
the right to amend the Plan at any time and to alter, reduce or eliminate any benefit under the Plan (in whole or in part) at any time or to terminate the Plan at any time, as to any class or classes of covered employees (including former or retired
employees), with or without notice. Any amendment or termination of the Plan by the Company shall be made in accordance with the procedures set forth in subsection 7.7. Notwithstanding the foregoing, the terms of subsection 3.4(e) shall remain
effective for each GEC Participant, and may not be amended or terminated, until the date of such GEC Participant’s termination of employment from the Employer or until such time as the GEC Participant’s severance benefits have been
superceded by some other severance plan, program or arrangement (including an employment agreement entered into after May 1, 2004) with the Employer. 
  

	8.2	Notice of Amendment or Termination. 

 Participants
will be notified of any material amendment or termination of the Plan within a reasonable time. 
  

 17

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}]]