Document:

Exhibit 10.24

Exhibit 10.24

John M. Murabito, Executive Vice President Human Resources and Services

	 	 	 	 	 
	 

	 	 	 	
	 

	 	 	 	 
	[Insert Grant Date]

	 	 
	 	1601 Chestnut Street

Philadelphia, PA 19192
	[Insert Employee Name]

	 	 	 	Telephone 215-761-6176
	[Insert Employee Location]
	 	 	 	 

CIGNA Long-Term Incentive Plan: Restricted Stock Grant

Congratulations, CIGNA Corporation (CIGNA) has awarded you, [Insert Employee Name] (ID:
[Insert Emp ID), Restricted Stock under the CIGNA Long-Term Incentive Plan (Plan) as follows:

	 	 	 
	Date
of Grant
	 	Number
of Shares

	[Insert Grant Date]
	 	[Insert # Shares] Shares

You have the right to vote these Shares. If you remain continuously employed by a CIGNA
company from the date
of grant, restrictions on these shares will end [Insert Vesting Schedule] [Insert Vesting
Date].

This award is subject to the provisions of the Plan and the Attachment. The Attachment
contains, among other provisions:

	 	•	 	a non-competition paragraph;
	 
	 	•	 	customer and employee non-solicitation paragraphs; and
	 
	 	•	 	a requirement that you must notify CIGNA’s Shareholder Services Department immediately in writing if you
do not accept the grant. If you do not notify CIGNA, you will be agreeing to all the terms and conditions
of the grant.

	 	 	The Attachment and Key Contacts and Reference Materials document are enclosed. The Key
Contacts and Reference Materials document contains information on how to get important stock award information (such
as the Plan document, Plan Prospectus, Tax Considerations and CIGNA’s Securities Transactions and Insider Trading
Policy) and whom to contact if you have questions.
	 
	 	 	Please be aware that the CIGNA Securities Transactions and Insider Trading Policy places
restrictions on your transactions in CIGNA securities and requires certain CIGNA employees to obtain advance
permission from the Corporate Secretary before executing transactions in CIGNA securities.
	 
	 	 	For more information about your award, please visit Your CIGNA Life>Returns>Incentive
Pay>Stock Program. If you still have questions after reviewing the website, please call the CIGNA Shareholder Services
Department at 215.761.3516.

	 	 	 	 	 
	 	CIGNA CORPORATION

 	 
	 	By:  	/s/ John M. Murabito
 	 
	 	 	John M. Murabito 	 

Enclosures

 

 

 

ATTACHMENT TO [Insert Grant MONTH, YEAR] GRANTS

OF RESTRICTED STOCK

This Attachment is part of your [Insert Grant Date] grant of Restricted Stock from CIGNA. The
terms of your Restricted Stock grant are in (a) the grant letter, (b) this Attachment and (c) the
applicable Plan provisions. Certain words used in this Attachment with first letters capitalized
are defined in the grant letter, this Attachment or Article 2 of the Plan. This grant is void if
you are not an employee of CIGNA or a Subsidiary (a CIGNA company) on [Insert Grant Date].

1. Restricted Stock; Restrictions

Shares of Restricted Stock (Shares) are regular shares of CIGNA Common Stock, but they are subject
to certain Restrictions during a Restricted Period. The Restrictions are: (a) you cannot sell or
transfer the Shares to anyone during the Restricted Period; and (b) unless an exception applies,
you will forfeit (lose your right to) the Shares if you have a Termination of Employment during the
Restricted Period. The part of the Plan titled Restricted Stock Grants describes these
Restrictions in more detail.

In addition to these Restrictions, you must also comply with all the terms and conditions of this
grant, including those contained in this Attachment.

2. Restricted Period; Vesting

The Restricted Period starts on [Insert Grant Date] and ends on the Vesting Date. The Restrictions
on the Shares will end (your Shares will vest) on the Vesting Date only if you have remained
continuously employed by a CIGNA company since the grant date and have complied, in all respects,
with the terms and conditions of this grant, including those contained in this Attachment.

The Shares will vest [Insert Vesting Schedule] [Insert Vesting Date]. Your Vesting Date may be
earlier as described in paragraph 3 below.

3. Early Vesting

In certain situations your Vesting Date may be earlier than the Vesting Dates listed under
paragraph 2 above. The Shares will vest upon your Termination of Employment if it is Upon a Change
of Control (of CIGNA Corporation) or due to your death or Disability. The Shares may vest upon
your Termination of Employment if it is due to your Early Retirement or Retirement and if the
Committee or its designee (including CIGNA’s senior human resources officer) approves the early
vesting before your Termination of Employment. If you want to be considered for early vesting when
you retire, you must ask your manager or human resources representative far enough in advance of
your retirement so there is time to process your request.

4. Your Rights during the Restricted Period

You have the right to vote the Shares and receive dividends. CIGNA will pay you any Share
dividends during the Restricted Period at least annually during each year until the Share vests
(the Restricted Period ends) or is forfeited. The amount of the dividend for each Share in any
year will be equal to the amount of any dividend declared and paid on one share of CIGNA Common
Stock in that year, provided the dividend record date occurs before the Share vests (the Restricted
Period ends) or you forfeit the Share. Dividend payments are usually included in your regular
paycheck or by direct deposit. If you forfeit the Shares, you will also forfeit the right to vote
the Shares and the right to future dividend payments.

Once the Share vests, your right to dividends, and the method of payment, will be the same as for
any other CIGNA shareholder.

5. Taxes at Vesting

When the Shares vest, you must satisfy any required tax withholding obligation; CIGNA reserves the
right to withhold enough newly-vested Shares to cover all or part of any applicable tax
withholding. However, if section 83(b) of the U.S. Internal Revenue Code of 1986, as amended,
applies to you and you make a timely election under that provision, you must make an immediate cash
payment to satisfy any required tax withholding obligation.

 

 

 

6. Book-Entry Shares; Sale of Shares

CIGNA (or a custodian appointed by CIGNA) will hold your Shares before and after vesting in
book-entry form in your Stock Account. A certificate for vested Shares will be issued to you if
you ask for one, unless a Restitution Event has occurred. Your right to sell the Shares after they
vest may be limited by CIGNA. The right is subject to the terms of CIGNA’s Securities Transactions
and Insider Trading Policy, and CIGNA reserves the right, for any reason at any time, to suspend or
delay action on any request you make to sell the Shares.

7. Conditions of Grant

	(a)	 	You agree not to engage in any conduct that constitutes a Restitution Event. You understand
and agree that your agreement not to engage in any conduct that would constitute a Restitution
Event is a material part of the inducement for, and a condition precedent to, (1) CIGNA
granting you the Shares and (2) your eligibility to exercise the rights associated with the
Shares and retain any benefit from the vesting of the Shares.

	(b)	 	A “Restitution Event” will occur if, directly or indirectly, you do any of the things listed
below:

	 	(1)	 	Have a Termination of Employment initiated by a CIGNA company because of your
misconduct, as that term is defined in CIGNA’s Standards of Conduct or other employment
policies;

	 	(2)	 	If, for a period of twelve months after your Termination of Employment and
subject to paragraph 7(c), you own or operate a business (or accept a job as an employee
or independent contractor with a business) that provides or offers products or services
that compete with any CIGNA company (“CIGNA Competitor”);

	 	(3)	 	If, during your employment or for a period of twelve months after your
Termination of Employment, you entice, encourage, persuade, or solicit, or attempt to
entice, encourage, persuade or solicit, any employee of any CIGNA company to terminate
his/her employment with, or otherwise cease his/her relationship, contractual or
otherwise, with that CIGNA company. This paragraph 7(b)(3) shall not apply to
applications for employment submitted voluntarily by CIGNA employees, in response to
general advertisements or otherwise; provided in both cases that such employees have not
been enticed, encouraged, persuaded, or solicited by you, or anyone acting on your
behalf or in response to information provided by you, to leave CIGNA;

	 	(4)	 	If, during your employment or for a period of twelve months after your
Termination of Employment, you entice, encourage, persuade, or solicit, or attempt to
entice, encourage, persuade or solicit, any customer of any CIGNA company to (i) end an
existing relationship, contractual or otherwise, with that CIGNA company or (ii) enter
into any business arrangements with you or any business which you may become employed
by, or affiliated in any way with, after leaving any CIGNA company, if such business
arrangements would compete in any way with any business that CIGNA has conducted, or has
been planning to conduct, during the 12-month period ending on the date of the
Restitution Event;

	 	(5)	 	Disclose to any third-party at any time, without the prior written consent of
CIGNA (except to the extent required by an order of a court having competent
jurisdiction or pursuant to a properly issued subpoena), whether during or after your
employment, any trade secrets, confidential information, or proprietary materials
(collectively, “Confidential Information”), which include, but are not limited to,
customer lists, financial records, marketing plans, sales plans, etc., unless such
Confidential Information has been previously disclosed publicly by CIGNA or has become
public knowledge other than by your breach of the conditions of this Restricted Stock
grant;

	 	(6)	 	Do anything else while an employee of any CIGNA company that is not discovered by
a CIGNA company until after your Termination of Employment that would, if you were an
employee of a CIGNA company at the time of the occurrence’s discovery, be reason for
your Termination of Employment for misconduct, as that term is defined in CIGNA’s
Standards of Conduct or other employment policies at such time; or

	 	(7)	 	Fail at any time following your Termination of Employment to cooperate with CIGNA
in all investigations of any kind, in assisting and cooperating in the preparation and
review of documents and meeting with CIGNA attorneys, and in providing truthful
testimony as a witness or a declarant in connection with any present or future court,
administrative, agency, or arbitration proceeding involving CIGNA and with respect to
which you have relevant information. CIGNA agrees that it will reimburse you, upon
production of appropriate receipts and in accordance with CIGNA’s then existing Business
Travel Reimbursement Policy, the reasonable business expenses (including air
transportation, hotel, and similar expenses) incurred by you in connection with such
assistance.

 

 

 

	(c)	  (1)	7(b)(2) shall not apply to you if your Termination of Employment is initiated
by a CIGNA company for reasons other than your misconduct, as that term is defined in CIGNA’s
Standards of Conduct or other employment policies.

	 	(2)	 	Paragraph 7(b)(2) shall apply to you only if at the time of, or within six months
before, your Termination of Employment you were employed:

	 	(A)	 	In a position at or above Career Band 6, in which case the geographic
scope of the non-competition restriction shall be global; or

	 	(B)	 	In a position other than a Career Band 6 or above job and you will be
performing work for the CIGNA Competitor that is similar to the work you performed
at CIGNA at the time of, or within six months before, your Termination of
Employment, in which case the geographic scope of the non-competition restriction
shall be the geographic area covered by you, or the geographic area in which you
worked or with respect to which you had responsibility, at the time of, or within
six months before, your Termination of Employment.

	 	(3)	 	Paragraph 7(c)(2)(B) shall be interpreted so that, for example, if you were a
CIGNA sales employee and your sales territory at the time of, or within six months
before, your Termination of Employment was Pennsylvania, New Jersey, and New York,
Paragraph 7(b)(2) shall apply to you only if you work in a sales position for a CIGNA
Competitor and only to the extent your territory is Pennsylvania, New Jersey, and/or New
York. Similarly, if you were a CIGNA underwriter with nationwide responsibilities on
the date of, or within six months before, your Termination of Employment, and you accept
a job with a CIGNA Competitor as an underwriter, paragraph 7(b)(2) shall be nationwide
in scope.

	 	(4)	 	You acknowledge and agree that CIGNA’s business competes on a global basis, that
CIGNA’s sales and marketing plans are for continued expansion throughout the United
States of America and globally, and that the global nature of this non-compete
restriction and the time limitations set forth in paragraph 7(b) are reasonable and
necessary for the protection of CIGNA’s business and its Confidential Information.

	(d)	  (1)	If you were an Executive Officer at any time between the Vesting Date and the date of the
Restitution Event, the Committee shall determine whether you have a Restitution Event and
shall have the sole discretion to waive your obligation to make all or any part of a
Restitution Payment and to impose conditions on any waiver.

	 	(2)	 	With respect to all other individuals, CIGNA’s Senior Human Resources Officer, or
his or her designee, shall determine whether you have a Restitution Event, and shall
have the sole discretion to waive your obligation to make all or any part of a
Restitution Payment and to impose conditions on any waiver.

	 	(3)	 	Determinations of the Committee, CIGNA’s Senior Human Resources Officer, or his
or her designee, shall be final and binding on all parties.

8. Consequences of a Restitution Event

	(a)	 	You will be immediately required to make a Restitution Payment to CIGNA under paragraph 8(d)
below if any Shares vested within the 12-month period before the Restitution Event and either:

	 	(1)	 	You have a Restitution Event described in paragraph 7(b)(2), (3) or (4) either
before your Termination of Employment or within 12 months after your Termination of
Employment; or

	 	(2)	 	You have a Restitution Event described in paragraph 7(b)(1), (5), (6) or (7) at
any time.

	(b)	 	If, at any time, you have a Restitution Event, all unvested Shares shall be forfeited.

 

 

 

	(c)	 	“Restitution Payment” means an amount equal to:

	 	(1)	 	the number of Shares that vested within the 12-month period ending on the date of
the Restitution Event; multiplied by
	 
	 	(2)	 	the Fair Market Value of those Shares on the applicable Vesting Date; plus

	 	(3)	 	the total amount of all dividends, if any, paid on those Shares from the date of
grant through the date of the Restitution Payment.

	(d)	 	CIGNA will recover the Restitution Payment by any or all of the following methods, at the
sole discretion of CIGNA management.

	 	(1)	 	When a Restitution Event occurs, if you have any Shares in your Stock Account or
in any other account in book-entry form, you will relinquish the whole number of Shares
that has a Fair Market Value (as of the date of the Restitution Event) up to, but not
more than, the Restitution Payment.

	 	(2)	 	After recovery of Shares described in paragraph 8(d)(1), CIGNA will, to the
extent permitted by applicable law, reduce by any remaining Restitution Payment the
amount of any payments owed to you by CIGNA or any Subsidiary, including without
limitation any payments due you under any nonqualified retirement, deferred compensation
or other plan or arrangement. This reduction will not occur, however, until the date a
future payment to you is due.

	 	(3)	 	You will be obligated to repay to CIGNA, within 30 days after you receive a
written notice and demand for payment from CIGNA, any Restitution Payment remaining
after taking into account the recovery of Shares under paragraph 8(d)(1) and the
reduction of payments to you under paragraph 8(d)(2).

9. Acceptance

Your acceptance, as described below, of this grant constitutes your acceptance of the terms and
conditions set forth in this Attachment. If you disagree with any of the terms and conditions of
this Attachment, including the restitution provisions in paragraphs 7 and 8, notify CIGNA’s
Shareholder Services Department immediately in writing upon receipt of the grant that you are not
accepting the grant. If you fail to notify CIGNA’s Shareholders Services Department, you will be
(i) agreeing to all the terms and conditions of the grant, including the restitution provisions, as
conditions precedent to your eligibility to receive the grant and the right to benefit from the
grant; (ii) warranting and representing to CIGNA that you are, and will remain, in full compliance
with the terms of the Restricted Stock grant; and (iii) authorizing the recovery by CIGNA of the
Restitution Payment if you have a Restitution Event. Acceptance means:

	(a)	 	Failing to notify CIGNA immediately upon receipt of the grant that you are not accepting the
Restricted Stock grant;
	 
	(b)	 	Accepting any dividend payments on the Shares;
	 
	(c)	 	Voting the Shares at any CIGNA shareholders meeting, in person or by proxy;
	 
	(d)	 	Vesting of the Shares;
	 
	(e)	 	Selling any vested Shares; or
	 
	(f)	 	Using any of the Shares to pay the exercise price on any options for shares of CIGNA stock.

10. Injunctive Relief

You agree that CIGNA shall, in addition to any other relief available at law or equity, be entitled
to injunctive relief and/or to have the restrictive covenants contained in paragraph 7(b)
specifically enforced by a court of competent jurisdiction (without the requirement to post a
bond), it being agreed that any breach or threatened breach of the restrictive covenants set forth
in paragraph 7(b) would cause irreparable injury to CIGNA and that monetary damages alone would not
provide an adequate remedy. The remedies contained herein are cumulative and are in addition to
any other rights and remedies CIGNA may have at law or in equity.

 

 

 

11. Agreeing to Assume Risks

CIGNA and its transfer agent will try to process your stock transaction requests in a timely
manner; however, CIGNA makes no promises or guarantees to you relating to the market price of the
Shares or to the time it may take to act on your request to sell the Shares or deliver stock
certificates. By accepting this Restricted Stock grant:

	(a)	 	You acknowledge that the action you request may not be completed until several days (or in
the case of delivery of stock certificates, several weeks) after your request.

	(b)	 	You agree to assume the risks, including the risk that the market price of the Shares may
change, related to delays described in paragraph 11(a):

	 	(1)	 	Between the time you ask for any Shares to be sold and the time your Shares are
actually sold.

	 	(2)	 	Between the time you ask for stock certificates to be delivered to you or your
broker and the time the certificates are delivered.

12. Applicable Law; Arbitration

	(a)	 	You understand and agree that the terms and conditions of this Restricted Stock grant,
including any Restitution Event, the consequences of any Restitution Event, and all
determinations made pursuant to the Restricted Stock grant letter, the Plan, and this
Attachment shall be construed under the laws of the Commonwealth of Pennsylvania, without
regard to its conflict of laws rule.

	(b)	 	You agree that any dispute regarding the terms and conditions under which this Restricted
Stock grant has been awarded will be resolved exclusively pursuant to the CIGNA Employment
Dispute Arbitration Policy and its Rules and Procedures as may be in effect at the time such
dispute arises. You agree and understand that you are waiving your right to have such a
dispute decided by a judge or jury in a court of law, and instead you are agreeing to submit
such disputes exclusively to mandatory and binding final arbitration; however, you and/or
CIGNA may seek emergency or temporary injunctive relief from a court in accordance with
applicable law. After a court has issued a decision regarding emergency or temporary
injunctive relief, you and CIGNA shall submit the dispute to final and binding arbitration
pursuant to the CIGNA Employment Dispute Arbitration Policy.

13. Miscellaneous

	(a)	 	If any provision of this Attachment is determined by a court of competent jurisdiction to be
unenforceable as written, such provision shall be enforceable to the maximum extent permitted
by law and shall be reformed by such court to make such provision enforceable in accordance
with the intent of the parties and applicable law.

	(b)	 	The failure of any party hereto to enforce any of the provisions of this Restricted Stock
grant shall not be construed to be a waiver of the right of such party thereafter to enforce
such provisions in the future.

[Insert Grant Date] RSG Attachmentexv10w19

Exhibit 10.19

      

NEWMONT

SENIOR EXECUTIVE COMPENSATION PROGRAM

(Effective January 1, 2010)

 

 

 

NEWMONT

SENIOR EXECUTIVE COMPENSATION PROGRAM

(Effective as of January 1, 2010)

PURPOSE

     This Senior Executive Compensation Program includes the Financial Performance Bonus program,
Performance Leveraged Stock Bonus program, Strategic Objectives Bonus and AICP Corporate
Performance Bonus for the eligible Employees. The purpose of the Financial Performance Bonus
program, Performance Leveraged Stock Bonus program and the ACIP Corporate Performance Bonus is to
provide eligible Employees a direct interest in the success of the operations of Newmont Mining.
The purpose of the Strategic Objectives Bonus is to provide eligible Employees additional incentive
to meet strategic objectives set by the Compensation Committee. The eligible Employees will be
rewarded in accordance with the terms and conditions described below.

I.
DEFINITIONS

     The capitalized terms used in this compensation program shall have the same meaning as the
capitalized terms in the Annual Incentive Compensation Program (“AICP”), unless otherwise defined
or stated herein. The following terms used in this compensation program shall have the meanings
set forth below.

     1.1 “AICP Corporate Performance Bonus” means the bonus payable pursuant to Section 5.1 (or
portion thereof as provided in Section 5.2).

     1.2 “Change of Control Price” means the price per share of Common Stock offered to a holder
thereof in conjunction with any transaction resulting in a Change of Control on a fully-diluted
basis (as determined by the Compensation Committee as constituted before the Change of Control, if
any part of the offered price is payable other than in cash), or, in the case of a Change of
Control occurring solely by reason of a change in the composition of the Board, the highest Fair
Market Value of a share of Common Stock on any of the 30 trading days immediately preceding the
date on which such Change of Control occurs.

     1.3 “Common Stock” means the $1.60 par value common stock of Newmont Mining.

     1.4 “Employee Target AICP Corporate Performance Bonus” means the target bonus for eligible
Employees as set forth in Appendix B.

     1.5 “Extended Performance Period” means three calendar years over which the Compensation
Committee will calculate and determine the Performance Leveraged Stock Bonus.

     1.6 “Fair Market Value” has the meaning given such term in the 2005 Stock Incentive Plan.

 

 

     1.7 “Financial Performance Bonus” means the bonus payable to an eligible Employee in the form
of Performance Stock under this compensation program with respect to a Performance Period (or
portion thereof as provided in Section 3.2), which shall be determined by multiplying the eligible
Employee’s Target Financial Performance Bonus times a weighted average of the annual Aggregate
Payout Percentage calculated in accordance with the Annual Incentive Compensation Program, for
three consecutive Performance Periods comprised of 20% weighting for the first year (two years ago)
of AICP bonus, 30% weighting for the second year (one year ago) of AICP Corporate Performance
bonus, and 50% weighting for the third year (the current year) of AICP Corporate Performance bonus.
The Performance Stock awarded as a Financial Performance Bonus shall have terms and conditions,
and shall be subject to such restrictions as defined by the Compensation Committee.

     1.8 “Performance Leveraged Stock Bonus” means the bonus payable to an eligible Employee in the
form of Common Stock under this compensation program with respect to an Extended Performance Period
(or portion thereof as provided in Section 4.5) and is calculated as described in Section 4.2.

     1.9 “Performance Period” means the calendar year over which the Compensation Committee will
calculate and determine the Financial Performance Bonus, AICP Corporate Performance Bonus and
Strategic Objectives Bonus.

     1.10 “Performance Stock” means the right to receive from Newmont Mining Common Stock or
restricted stock units under terms and conditions defined in a restricted stock unit or other award
agreement, as determined by the Compensation Committee.

     1.11 “Relative Total Shareholder Return” means Newmont Mining’s total shareholder return,
defined as the change in the closing price of a share of Common Stock, with dividends reinvested,
over the Extended Performance Period, as compared to the total shareholder return, with dividends
reinvested, of an index of peer companies selected and determined by the Compensation Committee.
The Committee retains authority to make adjustments for extraordinary events affecting the
calculations.

     1.12 “Retirement” means retirement as defined in the Pension Plan of Newmont Mining (or any
successor plan), regardless of the relevant Employee’s participation in the Pension Plan of Newmont
Mining (or any successor plan).

     1.13 “Strategic Objectives Bonus” means the cash bonus payable to an eligible Employee based
on the individual contribution of such eligible Employee to achievement of the Corporation’s
strategic objectives during the Performance Period, as set forth in section 6.1 (or portion thereof
as provided in section 6.2).

     1.14 “Target Financial Performance Bonus” means the number of shares of Common Stock
equivalent to the percentage of base salary (for final calculation purposes, base salary shall be
Bonus Eligible Earnings as defined in the AICP) set by the Compensation Committee which is set
forth in Appendix A, using the average closing price of Common Stock for the month of December of
the calendar year prior to the Performance Period.

3

 

     1.15 “Target Performance Leveraged Stock Bonus” means the number of shares of Common Stock
equivalent to the percentage of base salary (for final calculation purposes, base salary shall be
Bonus Eligible Earnings as defined in the AICP for the first year of the Extended Performance
Period) set by the Compensation Committee which is set forth in Appendix D, using the average
closing price of Common Stock for the fourth quarter of the calendar year immediately prior to the
Extended Performance Period.

     1.16 “Terminated Eligible Employee” for purposes of the Financial Performance Bonus and the
Performance Leveraged Stock Bonus means an executive grade level Employee of a Participating
Employer at grade level E-4 or above during the relevant Performance Period, or Extended
Performance Period for purposes of the Performance Leveraged Stock Bonus program, who terminates
employment with Newmont Mining and/or a Participating Employer during the relevant Performance
Period, or Extended Performance Period for purposes of the Performance Leveraged Stock Bonus
program, on account of death, Retirement or Disability, or for purposes of the Performance
Leveraged Stock Bonus, severance as provided in Section 4.5(a). “Terminated Eligible Employee” for
purposes of the AICP Corporate Performance Bonus and the Strategic Objectives Bonus shall have the
same meaning as in the AICP.

     1.17 “2005 Stock Incentive Plan” means the Newmont Mining Corporation 2005 Stock Incentive
Plan (or any successor plan), as amended from time to time.

II. ELIGIBILITY

     All executive grade level Employees of a Participating Employer at grade level E-4 or above,
are eligible to receive a Financial Performance Bonus, Performance Leveraged Stock Bonus, AICP
Corporate Performance Bonus and Strategic Objectives Bonus under this compensation program,
provided (i) they are on the payroll of a Participating Employer as of the last day of the relevant
Performance Period or Extended Performance Period for the Performance Leveraged Stock Bonus, and at
the time the award is granted, or (ii) they are a Terminated Eligible Employee with respect to such
Performance Period, or Extended Performance Period for the Performance Leveraged Stock Bonus.
Eligible Employees who are on short-term disability under the Short-Term Disability Plan of
Newmont, or a successor plan, or not working because of a work-related injury as of the last day of
the Performance Period, or Extended Performance Period for the Performance Leveraged Stock Bonus,
but are still on the payroll of a Participating Employer shall be eligible to receive a Financial
Performance Bonus, Performance Leveraged Stock Bonus, AICP Corporate Performance Bonus and
Strategic Objectives Bonus. Notwithstanding the foregoing provisions of this Section II, the
Compensation Committee may, prior to the end of any Performance Period, or Extended Performance
Period for the Performance Leveraged Stock Bonus, exclude from or include in eligibility for
participation under this compensation program with respect to such Performance Period, or Extended
Performance Period for the Performance Leveraged Stock Bonus, any executive grade level Employee of
a Participating Employer. If an Employee of a Participating Employer is eligible to participate in
this program, such Employee is not eligible to participate in the Annual Incentive Compensation
Program or the Employee Performance Incentive Compensation Program.

4

 

III. FINANCIAL PERFORMANCE BONUS

     3.1 Determination of Financial Performance Bonus—In General. The Financial
Performance Bonus shall be calculated as soon as reasonably practicable after the Compensation
Committee determines the Aggregate Payout Percentage. Following such determination, payment of the
Financial Performance Bonus shall be made to eligible Employees as soon as reasonably practicable,
in accordance with Section 3.3 below.

     3.2 Separation of Employment and Payment of Financial Performance Bonus. Unless
otherwise stated in this section 3.2, an eligible Employee shall not be entitled to payment of a
Financial Performance Bonus on or after any separation of employment, voluntary or involuntary. In
the event an eligible Employee separates employment from a Participating Employer as a result of
death, Disability or Retirement prior to payment of the Financial Performance Bonus, such eligible
Employee shall be a Terminated Eligible Employee and shall receive a Financial Performance Bonus
equal to such Terminated Eligible Employee’s Target Financial Performance Bonus, pro-rated for the
time of employment with a Participating Employer during the Performance Period, upon separation of
employment.

     3.3 Form of Payment. The amount of Financial Performance Bonus payable under this
compensation program shall be paid in Performance Stock (payable in whole shares only rounded down
to the nearest share). The Performance Stock shall be subject to the restrictions set forth in
Section 3.4 below.

     3.4 Restrictions on Performance Stock.

     (a) Newmont Mining shall issue Performance Stock to eligible Employees for one-third of the
Financial Performance Bonus without any restrictions as soon as practicable following the end of
the Performance Period in the form of Common Stock. Newmont Mining shall issue Performance Stock,
in the form of restricted stock units for the remainder of the Financial Performance Bonus and such
restricted stock units shall have a two-year vesting period, with one-half of the Performance Stock
in the form of restricted stock units vesting each year on the anniversary of the date of grant.

     (b) Shares of Performance Stock issued hereunder in the form of restricted stock units as part
of a Financial Performance Bonus shall not be subject to transfer by the eligible Employee. Shares
of Common Stock issued to an eligible Employee upon vesting of such restricted stock units may be
freely transferred by the eligible Employee subject to all applicable laws, regulations and Newmont
Mining policies.

     3.5 Timing of Payment. Except as provided in section 3.2 above, payment of the Financial
Performance Bonus will be made no later than the 15th day of the third month following
the Performance Period to which such Financial Performance Bonus relates.

IV. PERFORMANCE LEVERAGED STOCK BONUS

     4.1 Determination of Performance Leveraged Stock—In General. The Performance
Leveraged Stock Bonus shall be calculated as soon as reasonably practicable after
the Compensation Committee determines the Performance Leveraged Stock Bonus Payout Factor as

5

 

described in section 4.3 below. Following such determination, payment of the Performance Leveraged
Stock Bonus shall be made to eligible Employees as soon as reasonably practicable, in accordance
with Section 4.6 below.

     4.2 Calculation of Performance Leveraged Stock Bonus. The Performance Leveraged
Stock Bonus equals the Target Performance Leveraged Stock Bonus times the Performance Leveraged
Stock Bonus Payout Factor.

     4.3 Calculation of the Performance Leveraged Stock Bonus Payout Factor. The
Performance Leveraged Stock Bonus Payout Factor will be the sum of the Market Payout Factor and the
TSR Payout Factor:

     (a) “Market Payout Factor” means a percentage calculated as follows: 100 times the
quotient of (i) the average closing price of Common Stock for the fourth quarter of the last
calendar year of the Extended Performance Period; divided by (ii) the average closing price
of Common Stock for the fourth quarter of the calendar year prior to the Extended
Performance Period, as adjusted for stock splits or similar reorganizations. The maximum
Market Payout Factor shall be 150% and if the Market Payout Factor, calculated as described
in the preceding sentence, is below 50%, the Market Payout Factor shall be 50%.

     (b) “TSR Payout Factor” means a percentage calculated as follows: two times the number
of percentage points that the Relative Total Shareholder Return is above the 50th
percentile, to a maximum of 50%.

     4.4 Phasing In of Performance Leveraged Stock Bonus. To phase in the Performance
Leveraged Stock Bonus, in 2010 the Compensation Committee shall set three Target Performance
Leveraged Stock Bonus amounts for each eligible employee consisting of: a) 1/3 Target Performance
Leveraged Stock Bonus which shall be measured against a shortened Extended Performance Period
consisting of only the year of 2010 with payout occurring shortly after the close of 2010; b) 2/3
Target Performance Leveraged Stock Bonus which shall be measured against a shortened Extended
Performance Period consisting of 2010 and 2011 with payout occurring shortly after the close of
2011, and; c) full Target Performance Leveraged Stock Bonus which shall be measured against a full
Extended Performance Period with payout occurring shortly after the close of 2012.

     4.5 Separation of Employment and Payment of Performance Leveraged Stock Bonus. Unless
otherwise stated in this section 4.5, an eligible Employee shall not be entitled to payment of a
Performance Leveraged Stock Bonus on or after any separation of employment, voluntary or
involuntary.

     (a) In the event an eligible Employee separates employment from a Participating
Employer and is entitled to severance benefits of any kind, including but not limited to
benefits under the Severance Plan of Newmont (or any successor plan) or redundancy benefits,
prior to payment of the Performance Leveraged Stock Bonus and prior to the expiration of the
first year of any Extended Performance Period, such eligible
Employee is not entitled to payment of the Performance Leveraged Stock Bonus in any

6

 

amount for that Extended Performance Period. In the event an eligible Employee separates
employment from a Participating Employer and is entitled to severance benefits of any kind,
including but not limited to benefits under the Severance Plan of Newmont (or any successor
plan) or redundancy benefits, prior to payment of the Performance Leveraged Stock Bonus and
after expiration of the first year of any Extended Performance Period, such eligible
Employee is a Terminated Eligible Employee and shall receive a Performance Leveraged Stock
Bonus at the lesser of his or her Target Performance Leveraged Stock Bonus or the actual
Performance Leveraged Stock Bonus otherwise payable, pro-rated based on the time he or she
was actually employed by a Participating Employer during the Extended Performance Period and
paid following the expiration of the Extended Performance Period.

     (b) In the event an eligible Employee separates employment from a Participating
Employer as a result of Retirement prior to payment of the Performance Leveraged Stock
Bonus, such eligible Employee is a Terminated Eligible Employee and shall receive a
Performance Leveraged Stock Bonus at actual payout amount in the form of Common Stock,
following expiration of the Extended Performance Period, pro-rated based on the time he or
she was actually employed by a Participating Employer during the Extended Performance
Period.

     (c) In the event an eligible Employee separates employment from a Participating
Employer as a result of death or Disability as defined in the Long-Term Disability Plan of
Newmont (or any successor plan), regardless of the Employee’s participation in the Long-Term
Disability Plan of Newmont (or any successor plan), prior to payment of the Performance
Leveraged Stock Bonus, such eligible Employee is a Terminated Eligible Employee and shall
receive upon separation of employment a Performance Leveraged Stock Bonus equal to his or
her Target Performance Leveraged Stock Bonus, pro-rated based on the time he or she was
actually employed by a Participating Employer during the Extended Performance Period.

     4.6 Form of Payment. The amount of Performance Leveraged Stock Bonus payable under
this compensation program shall be paid in Common Stock (payable in whole shares only rounded down
to the nearest share).

     4.7 Timing of Payment. Except as otherwise provided in section 4.5(c) above, payment
of the Performance Leveraged Stock Bonus will be made as soon as reasonably practicable during the
calendar year following the Extended Performance Period to which such Performance Leveraged Stock
Bonus relates.

V. AICP CORPORATE PERFORMANCE BONUS

     5.1 Determination of AICP Corporate Performance Bonus—In General. The AICP Corporate
Performance Bonus shall be determined and paid in conformance with the determination and payment of
the Corporate Performance Bonus in the AICP, utilizing the

7

 

Employee Target AICP Corporate Performance Bonus attached in Appendix B, rather than the
Target Performance Level attached to the AICP.

     5.2 Separation of Employment and Payment of AICP Corporate Performance Bonus. In the
event an eligible Employee separates employment from a Participating Employer and is a Terminated
Eligible Employee, the AICP Corporate Performance Bonus shall be paid in accordance with the
Terminated Eligible Employee provisions of the Corporate Performance Bonus provisions of the AICP.
If an eligible Employee is not a Terminated Eligible Employee, such eligible Employee shall not be
entitled to payment of an AICP Corporate Performance Bonus on or after any separation of
employment, voluntary or involuntary.

VI. STRATEGIC OBJECTIVES BONUS

     6.1 Determination of Strategic Objectives Bonus—In General. At the end of each
Performance Period, the Compensation Committee will evaluate each eligible Employee’s performance
against relevant strategic objectives and award a Strategic Objectives Bonus, up to the maximum
amounts listed in Appendix C. The Compensation Committee will seek the input of the Chief Executive
Officer on the Strategic Objectives Bonuses to be awarded to other eligible Employees. Following
such determination, payment of the Strategic Objectives Bonus shall be made to eligible Employees
as soon as reasonably practicable following the end of the applicable Performance Period, provided
that such payment shall be made no later than the 15th day of the third month following
the Performance Period to which such Strategic Objectives Bonus relates.

     6.2 Separation of Employment and Payment of Strategic Objectives Bonus. In the event
an eligible Employee separates employment from a Participating Employer and is a Terminated
Eligible Employee, the Strategic Objectives Bonus shall be paid at 50% of the maximum level shown
on Appendix C, pro-rated for the time of employment during the Performance Period, and shall be
paid as soon as practicable. If an eligible Employee is not a Terminated Eligible Employee,
eligible Employee shall not be entitled to payment of a Strategic Objectives Bonus on or after any
separation of employment, voluntary or involuntary.

VII. CHANGE OF CONTROL

     7.1 AICP Corporate Performance Bonus and Strategic Objectives Bonus. In the event of
a Change of Control (as defined in the AICP), each eligible Employee, excluding any Terminated
Eligible Employee who terminated prior to the Change of Control, shall become entitled to the
payment of an AICP Corporate Performance Bonus, in accordance with the provisions of the Corporate
Performance Bonus provisions of the AICP and 50% of the maximum Strategic Objectives Bonus,
pro-rated for partial service during any Performance Period, payable within 5 days following the
date of such Change of Control.

     7.2 Financial Performance Bonus. In the event of a Change of Control (as defined in
the 2005 Stock Incentive Plan), each eligible Employee’s outstanding but not yet vested or fully

8

 

vested Financial Performance Bonuses, granted for performance in a year prior to the
Performance Period in which the Change of Control occurs, shall be subject to Section 16(c) of the
2005 Stock Incentive Plan.

7.3 Performance Leveraged Stock Bonus. In the event of a Change of Control (as defined in
the AICP), each eligible Employee or a Terminated Eligible Employee who terminated employment on
account of Retirement (all other Terminated Eligible Employees who terminated employment prior to
the Change of Control shall be excluded), shall become entitled to the payment of a Performance
Leveraged Stock Bonus for an Extended Performance Period that has elapsed at least one year. The
Performance Leveraged Stock Bonus shall be calculated in the manner stated in section 4.2 above,
with the exception that (i) the Extended Performance Period shall be deemed to end on the date of
the Change of Control, (ii) the Change of Control Price shall be substituted for the average
closing price of Common Stock for the fourth quarter of the last calendar year of the Extended
Performance Period for purposes of section 4.3(a)(i) above, and (iii) the TSR Payout Factor will be
based on Relative Total Shareholder Return utilizing the Change of Control Price as the final
closing price of a share of Common Stock. The Performance Leveraged Stock Bonus shall be paid out
as follows: (A) the percentage of the Performance Leveraged Stock Bonus equal to the percentage of
the Extended Performance Period that elapsed up to the Change of Control shall be paid in a number
of shares of common stock of the acquiring or resulting corporation or any parent or subsidiary
thereof or that may be issuable by another corporation that is a party to the transaction resulting
in such Change of Control received in such transaction by holders of Common Stock (such common
stock, “Acquirer Stock”) equal to (x) the number of shares of Acquirer Stock received by
such a holder for each share of Common Stock held by such holder in such transaction multiplied by
(y) the number of shares of Common Stock subject to such percentage of the Performance Leveraged
Stock Bonus, or (B) if Acquirer Stock is not issued in connection with such transaction, cash in an
amount equal to the Change of Control Price multiplied by the number of shares of Common Stock
subject to such percentage of the Performance Leveraged Stock Bonus, within 5 days following the
date of the Change of Control (provided, however, that if such Change of Control does not
constitute a change in the ownership or effective control of Newmont Mining or of a substantial
portion of the assets of Newmont Mining, pursuant to Treasury Regulations Section 1.409A-3(i)(5) (a
“409A CoC”), such percentage of the Performance Leveraged Stock Bonus shall be so paid when the
Performance Leveraged Stock Bonus would otherwise have been paid in accordance with Article IV),
and b) the percentage of the Performance Leveraged Stock Bonus equal to the percentage of the
Extended Performance Period that did not elapse prior to the Change of Control shall be paid in the
form of (A) restricted stock units covering a number of shares of Acquirer Stock equal to
(x) the number of shares of Acquirer Stock received by a holder of Common Stock for each share of
Common Stock held by such holder in such transaction multiplied by (y) the number of shares of
Common Stock subject to such percentage of the Performance Leveraged Stock Bonus, that will have a
vesting period equal to the Extended Performance Period otherwise remaining as of the date of the
Change of Control, or (B) if Acquirer Stock is not issued in connection with such
transaction, a deferred compensation arrangement with a balance initially equal to the Change of
Control Price multiplied by the number of shares of Common Stock subject to such percentage of the
Performance Leveraged Stock Bonus, that will have a vesting period equal to the Extended
Performance Period otherwise remaining as of the date of the Change of Control and a value from

time to time as if such initial balance were invested in such deemed investment as the Compensation
Committee as constituted

9

 

before the Change of Control shall determine in its discretion. The portion of the Performance
Leveraged Stock Bonus described in clause (b) of the preceding sentence shall vest upon any
termination of employment of the eligible Employee with a Participating Employer prior to the
expiration of the vesting period, with the exception of voluntary termination or termination for
Cause, as defined in Newmont Mining’s Executive Change of Control Plan. Such portion shall be paid
in cash within 5 days following vesting; provided, however, that if such Change of
Control does not constitute a 409A CoC, such portion, to the extent vested in accordance with this
sentence, shall be so paid when they would otherwise have been paid in accordance with Article IV.

VIII. GENERAL PROVISIONS

     8.1 Administration. This compensation program shall be administered by the
Compensation Committee or its delegee. All actions by Newmont Mining under this program shall be
taken by the Compensation Committee or its delegee. The Compensation Committee shall interpret the
provisions of this program in its full and absolute discretion. All determinations and actions of
the Compensation Committee with respect to this program shall be taken or made in its full and
absolute discretion in accordance with the terms of this program and shall be final, binding and
conclusive on all persons.

     8.2 Plan Unfunded. This compensation program shall be unfunded and no trust or other
funding mechanism shall be established for this program. All benefits to be paid pursuant to this
program shall be paid by Newmont Mining or another Participating Employer from its respective
general assets, and an eligible Employee or Terminated Eligible Employee (or his heir or devisee)
shall not have any greater rights than a general, unsecured creditor against Newmont Mining or
another Participating Employer, as applicable, for any amounts payable hereunder.

     8.3 Amount Payable Upon Death of Employee. If an eligible Employee who is entitled to
payment hereunder dies after becoming eligible for payment but before receiving full payment of the
amount due, or if an eligible Employee dies and becomes a Terminated Eligible Employee, all amounts
due shall be paid as soon as practicable after the death of such eligible Employee or Terminated
Eligible Employee to the beneficiary or beneficiaries designated by such eligible Employee or
Terminated Eligible Employee to receive life insurance proceeds under Newmont Mining’s life
insurance plan. In the absence of an effective beneficiary designation under such plan, any amount
payable hereunder following the death of such eligible Employee or Terminated Eligible Employee
shall be paid to his or her estate.

     8.4 Reimbursement. The Compensation Committee, to the full extent permitted by
governing law, shall have the discretion to require reimbursement of any portion of a Financial
Performance Bonus, Performance Leveraged Stock Bonus, and AICP Corporate Performance Bonus
previously paid to an eligible Employee pursuant to the terms of this compensation program if: a)
the amount of such Financial Performance Bonus, Performance Leveraged Stock Bonus, or AICP
Corporate Performance Bonus was calculated based upon the achievement of certain financial results
that were subsequently the subject of a restatement, and b) the amount of such Financial
Performance Bonus, Performance Leveraged Stock Bonus, or AICP Corporate

10

 

Performance Bonus that would have been awarded to the eligible Employee had the
financial results been reported as in the restatement would have been lower than the Financial
Performance Bonus, Performance Leveraged Stock Bonus, or AICP Corporate Performance Bonus actually
awarded. Additionally, the Compensation Committee, to the full extent permitted by governing law,
shall have the discretion to require reimbursement of any portion of a Financial Performance Bonus,
Performance Leveraged Stock Bonus, AICP Corporate Performance Bonus and Strategic Objective Bonus
previously paid to an eligible Employee pursuant to the terms of this compensation program if the
eligible employee is terminated for cause as defined in the Executive Change of Control Plan of
Newmont.

     8.5 Withholding Taxes. All bonuses payable hereunder shall be subject to the
withholding of such amounts as Newmont Mining or a Participating Employer may determine is required
to be withheld pursuant to any applicable federal, state or local law or regulation. The
Compensation Committee may, in its sole discretion, permit eligible Employees to satisfy the
minimum withholding applicable to the portion of the bonus payable in shares of Common Stock or
Performance Stock by causing Newmont Mining to withhold the appropriate number of shares of Common
Stock or Performance Stock from the bonus otherwise payable and to make the requisite withholding
payments on behalf of the eligible Employee.

     8.6 Issuance of Stock. Shares of Common Stock and Performance Stock issued under this
compensation program may be issued pursuant to the provisions of any stock plan of Newmont Mining
or as otherwise determined in the sole discretion of the Compensation Committee. All awards under
this compensation program that consist of Common Stock or that are valued in whole or in part by
reference to, or are otherwise based on, Common Stock, shall be treated as made under the 2005
Stock Incentive Plan as well as this compensation program and thereby subject to the applicable
terms and conditions of the 2005 Stock Incentive Plan.

     8.7 General Operation and Amendment. Notwithstanding anything contained in this
compensation program to the contrary, this compensation program shall be administered and operated
in accordance with any applicable laws and regulations including but not limited to laws affecting
the timing of payment of any bonus under this compensation program.

     8.8 Right of Offset. To the extent permitted by applicable law, Newmont Mining or a
Participating Employer may, in its sole discretion, apply any bonus payments otherwise due and
payable under this compensation program against debts of an eligible Employee to Newmont Mining or
an Affiliated Entity. By accepting payments under this compensation program, all eligible
Employees shall consent to the reduction of any compensation paid to the eligible Employee by
Newmont Mining or an Affiliated Entity to the extent the eligible Employee receives an overpayment
from this compensation program.

     8.9 Termination and Amendment. The Board may at any time amend, modify, suspend or
terminate this compensation program; provided, however, that the Compensation Committee may,
consistent with its administrative powers, waive or adjust provisions of this compensation program
as it determines necessary from time to time. The Compensation Committee may amend the terms of
any award theretofore granted hereunder, but no such amendment shall be inconsistent with the terms
and conditions of this compensation program or materially impair the previously accrued rights of
the eligible Employee to whom such award

11

 

was granted with respect to such award without his or her consent, except such an amendment
made to cause this program or such award to comply with applicable law, tax rules, stock exchange
rules or accounting rules.

     8.10 Severability. If any section, subsection or specific provision is found to be
illegal or invalid for any reason, such illegality or invalidity shall not affect the remaining
provisions of this compensation program, and this compensation program shall be construed and
enforced as if such illegal and invalid provision had never been set forth in this compensation
program.

     8.11 No Right to Employment. The establishment of this compensation program shall not
be deemed to confer upon any eligible Employee any legal right to be employed by, or to be retained
in the employ of, Newmont Mining, a Participating Employer or any Affiliated Entity, or to give any
eligible Employee any right to receive any payment whatsoever, except as provided under this
compensation program. All eligible Employees shall remain subject to discharge from employment to
the same extent as if this compensation program had never been adopted.

     8.12 Transferability. Any bonus payable hereunder is personal to the eligible
Employee and may not be sold, exchanged, transferred, pledged, assigned or otherwise disposed of
except by will or by the laws of descent and distribution.

     8.13 Successors. This compensation program shall be binding upon and inure to the
benefit of Newmont Mining and eligible Employees and their respective heirs, representatives and
successors.

     8.14 Governing Law. This compensation program and all agreements hereunder shall be
construed in accordance with and governed by the laws of the State of Colorado, unless superseded
by federal law.

     8.15 Section 409A. It is the intention of Newmont Mining that awards and payments
under this compensation program comply with or be exempt from Section 409A of the Code and the
regulations and guidance promulgated thereunder (collectively “Code Section 409A”), and Newmont
Mining shall have complete discretion to interpret and construe this program and any related plan
or agreement in any manner that establishes an exemption from (or compliance with) the requirements
of Code Section 409A. If for any reason, such as imprecision in drafting, any provision of this
program and/or any such plan or agreement does not accurately reflect its intended establishment of
an exemption from (or compliance with) Code Section 409A, as demonstrated by consistent
interpretations or other evidence of intent, such provision shall be considered ambiguous as to its
exemption from (or compliance with) Code Section 409A and shall be interpreted by Newmont Mining in
a manner consistent with such intent, as determined in the discretion of Newmont Mining. None of
Newmont Mining nor any other Participating Employer shall be liable to any eligible Employee or any
other person (i) if any provisions of this program do not satisfy an exemption from, or the
conditions of, Code Section 409A, or (ii) as to any tax consequence expected, but not realized, by
any eligible Employee or other person due to the receipt or payment of any award under this
program.

12

 

APPENDIX A

Target Financial Performance Bonus

	 	 	 	 	 
	Grade	 	Percentage of Base Salary
	E-1
	 	 	155	%
	E-2
	 	 	—	 
	E-3
	 	 	90	%
	E-4
	 	 	55	%

APPENDIX B

Employee Target AICP Corporate Performance Bonus

	 	 	 	 	 
	Grade	 	Percentage of Base Salary
	E-1
	 	 	75	%
	E-2
	 	 	—	 
	E-3
	 	 	42.5	%
	E-4
	 	 	37.5	%

13

 

APPENDIX C

Maximum Strategic Objectives Bonuses 

	 	 	 	 	 
	 	 	Maximum Strategic
	 	 	Objectives Bonus
	 	 	as a Percentage of
	 	 	Base Salary (which
	 	 	constitutes the
	 	 	Eligible Earnings
	 	 	for the year as
	 	 	defined in the
	Pay Grade	 	AICP)
	E-1
	 	 	150	%
	E-2
	 	 	—	 
	E-3
	 	 	85	%
	E-4
	 	 	75	%

APPENDIX D

Target Performance Leveraged Stock Bonus

	 	 	 	 	 
	Grade	 	Percentage of Base Salary
	E-1
	 	 	155	%
	E-2
	 	 	—	 
	E-3
	 	 	90	%
	E-4
	 	 	55	%

14

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