Document:

<PAGE>

EXHIBIT 10(r)

                              EMPLOYMENT AGREEMENT
                                  AMENDMENT #1

                  THIS FIRST AMENDMENT (this "Amendment") is made as of this 1st
day of October, 2003 between Cerner Corporation, a Delaware corporation (Cerner)
and Glenn Tobin, Ph.D. ("Associate").

                  WHEREAS, Cerner and Associate have entered into that certain
Cerner Associate Employment Agreement dated as of April 15, 1998 (the
"Agreement"); and

                  WHEREAS, Associate has accepted a temporary expatriate
assignment to the United Kingdom (U.K.), beginning October 1, 2003;

                  WHEREAS, Cerner and Associate desire to amend the Agreement as
provided herein.

                  NOW THEREFORE, in consideration of the mutual covenants and
agreements set forth herein, and for other good and valuable consideration, the
receipt and sufficiency of which is hereby acknowledged, Cerner and Associate
hereby agree as follows:

1.       All defined terms used and not otherwise defined herein shall be as
         defined in the Agreement.

2.       The Agreement, as amended hereby, shall continue in full force and
         effect. If any conflict shall arise between the terms and conditions of
         this Amendment and the terms and conditions of the Agreement, this
         Amendment shall govern with respect to the matters set forth herein.

3.       Should Associate be terminated by Cerner for any reason except for
         Cause (defined as dishonesty, illegal conduct, or breach of Cerner's
         policies) while on assignment in the U.K., the amount of Associate's
         severance will be one (1) year's current base salary, instead of the
         severance amount set forth in the Agreement under Section 2.C. Under
         the circumstances of this Paragraph 3, Cerner, at its option, has the
         right extend Associate's current non-compete period as set forth in the
         Agreement for a period of twelve (12) additional months by electing to
         pay an additional twelve (12) months severance at the base salary
         amount referenced above. All severance payments under this Paragraph 3
         shall end upon Associate's acceptance of a position with another
         employer (which shall not be construed to permit Associate to accept
         any employment in violation of the terms of any noncompete periods
         under Associate's Agreement or this Amendment).

4.       While on assignment in the U.K., should Associate be terminated by
         Cerner for Cause, all compensation from Cerner will cease including
         base salary and CPP; all future expense reimbursements will cease; and,
         there shall be no severance payments or relocation payments to
         Associate.

5.       Should Associate decide to leave Cerner at any time between January 1,
         2004 and December 31, 2006, or for three months after the end of
         Associate's assignment in the U.K. (should Cerner make a business
         decision to return you to the U.S. prior to completion of the two year
         assignment), Cerner shall pay resignation payments of six (6) months
         base salary. If Associate decides to leave Cerner under this Paragraph
         5, Associate will give Cerner six (6)

<PAGE>

         weeks written notice of his intent to resign so as to provide adequate
         time for any necessary leadership transition.

6.       All resignation payments under this Amendment end upon Associate's
         acceptance of a position with another employer (which shall not be
         construed to permit Associate to accept any employment in violation of
         the terms of any noncompete periods under the Agreement or this
         Amendment).

7.       This Amendment may be executed in one or more counterparts, each of
         which may be executed by one or more of the parties hereto, but all of
         which, when taken together, shall constitute one agreement binding upon
         each of the parties hereto.

            IN WITNESS WHEREOF, Cerner and Associate have executed this
Amendment as of the date first set forth above.

         Cerner Corporation                  Associate

         /s/ Julia M Wilson                  /s/ Glenn Tobin
         --------------------------          ------------------
         Julia M. Wilson                     Glenn Tobin, Ph.D.
         Chief People Officer<PAGE>

EXHIBIT 10(z)

                               CERNER CORPORATION
                           ENHANCED SEVERANCE PAY PLAN
                                       AND
                            SUMMARY PLAN DESCRIPTION

INTRODUCTION

Cerner Corporation ("Cerner") values the contributions of its associates and
takes measures to create and maintain a productive and fulfilling work
environment. However, we recognize that business needs, an associate's work
performance or other reasons may require separation of employment. At any point
during an associate's employment, Cerner may choose to discontinue the
employment relationship.

Because employment with Cerner is at-will, Cerner has no obligation to
compensate any associate upon separation from his or her employment other than
as may be provided in that associate's Cerner Associate Employment Agreement.
However, Cerner values its associates and is interested in helping to mitigate
the financial hardship caused by business conditions necessitating a
termination. For this reason, enhanced severance benefits may at Cerner's sole
and absolute discretion, be offered to associates on the terms and conditions
set forth below. The benefits described herein may be offered solely at the
discretion of Cerner and may be rescinded, and/or altered at any time, without
prior notice. In addition, this Plan is only intended to be a guideline; the
Company may elect, for any reason or for no reason, not to follow the guideline
for any particular termination or class or series of terminations.

Cerner has adopted this Enhanced Severance Pay Plan ("Plan") to provide
guidelines for Enhanced Severance Pay to Eligible Associates.

1.       ELIGIBILITY

         1.1.     ELIGIBLE ASSOCIATES. Only Eligible Associates may be
                  participants and paid severance benefits under this Plan. An
                  Eligible Associate is an associate who meets the following
                  criteria: (a) is a permanent, full-time salaried associate on
                  the U.S. payroll of Cerner, as determined by Cerner's
                  employment records; (b) who has executed a Cerner Associate
                  Employment Agreement; (c) whose employment is involuntarily
                  terminated after May 12, 2003 due to a Covered Reason; (d) has
                  agreed to and executed a Severance and Release Agreement
                  agreed to and drafted by Cerner that provides for a complete
                  release of all present and future claims; (e) has and
                  continues to comply with his/her Cerner Associate Employment
                  Agreement; and (f) meets all other requirements of this Plan.

         1.2.     INELIGIBLE ASSOCIATES. All Ineligible Associates may not
                  receive severance benefits pursuant to and are not
                  participants in this Plan. An Ineligible Associate is any
                  associate that does not meet the criteria set forth in Section
                  1.1 above for an Eligible Associate. Ineligible Associates
                  include, but are not limited to, part-time associates,
                  interns, and independent contractors.

<PAGE>

         1.3.     COVERED REASON. Severance Pay may be paid under this Plan only
                  for a Covered Reason. A Covered Reason is the involuntary
                  termination of an Eligible Associate's employment with Cerner
                  due to reorganization, restructuring, unsatisfactory work
                  performance, or for other reasons as determined by the Plan
                  Administrator in its sole discretion. Severance Pay will not
                  be paid under this Plan if the Plan Administrator, in its sole
                  discretion, determines that an Eligible Associate's employment
                  was terminated for any other reason, including without
                  limitation the following:

                  (a)      Death;

                  (b)      Long Term Disability;

                  (c)      Voluntary resignation (even if the Eligible Associate
                           felt compelled to resign);

                  (d)      Retirement;

                  (e)      Failure of the Eligible Associate to return to work
                           after an approved leave of absence;

                  (f)      Discharge for any other reason (including
                           absenteeism, misconduct, insubordination, violation
                           of Cerner rules or policies, dishonesty, deliberate
                           unsatisfactory performance, etc.);

                  (g)      Entering military duty;

                  (h)      Refusal or declined to transfer to an equivalent
                           position that does not require relocation.

         1.4.     CHANGED DECISIONS. Cerner has the right to cancel or
                  reschedule the effective date of an Eligible Associate's
                  employment termination. An Eligible Associate will not be
                  eligible for any Severance Pay under this Plan if the Eligible
                  Associate's employment termination is canceled by Cerner, or
                  if the Eligible Associate is offered an opportunity to return
                  to work or is reinstated.

         1.5.     ASSISTANCE WITH TRANSITION. An Eligible Associate will not be
                  entitled to Severance Pay under this Plan unless the Eligible
                  Associate satisfies all transition assistance requests of
                  Cerner, to Cerner's satisfaction, such as aiding in the
                  location of files and documents, returning all Cerner
                  property, and repaying any amounts owed Cerner.

2.       SEVERANCE PAY

         2.1.     FORMULA. Severance Pay will be paid to an Eligible Associate
                  who has executed a Severance and Release Agreement drafted by
                  Cerner under this Plan based on the Eligible Associate's Role
                  Level with Cerner and Years of Service, in accordance with the
                  following schedule, and as determined by the Plan
                  Administrator:

<TABLE>
<S>                      <C>                         <C>
Role With Cerner         Levels 1X2 and above        10 Weeks
                         Levels 1X1                   6 Weeks
                         Levels 2 and 3               4 Weeks
                         Levels 4, 5, 6, and 7        2 Weeks
Years of Service         15 or more years             6 Weeks
with Cerner              11 - 14 years                5 Weeks
                         5 - 10 years                 4 Weeks
</TABLE>

                                       2

<PAGE>

<TABLE>
<S>                          <C>
3 - 4 years                  3 Weeks
1 - 2 years                  2 Weeks
</TABLE>

                  EXAMPLE: An Eligible Associate whose current role with Cerner
                  is a Level 3 and who has 10 years of Service with Cerner would
                  be eligible for a total of 8 weeks of Severance Pay (4 weeks
                  for the Role Level and 4 weeks for Years of Service).

         2.2.     YEARS OF SERVICE. Years of Service means a period of twelve
                  (12) consecutive months commencing with the day of initial
                  employment of an Eligible Associate with Cerner and ending
                  with the day preceding the anniversary of such date in the
                  next and all succeeding years. No partial Years of Service
                  shall be credited under this Plan nor will Prorated Severance
                  Pay be paid for any fractional Year of Service.

         2.3.     WEEK OF SEVERANCE PAY. A Week of Severance Pay is the Eligible
                  Associate's regular weekly base rate of pay, excluding any
                  overtime, bonuses, commissions, premium pay, benefits, expense
                  reimbursements, etc. EXAMPLE: A Week of Severance Pay for an
                  Eligible Associate whose annual base salary (excluding the pay
                  and benefits listed above) is $52,000 would be $1,000, less
                  appropriate deductions.

         2.4.     OFFSETS. The amount of any Severance Pay paid under this Plan
                  is in lieu of, and not in addition to, any other severance an
                  Eligible Associate may otherwise be entitled to receive from
                  Cerner, including under a Cerner Associate Employment
                  Agreement or other document. This provision, however, shall
                  not preclude an otherwise Eligible Associate from receiving
                  any payments under a Cerner Performance Plan (CPP) or any pay
                  for accrued vacation under Cerner's separate CPP or vacation
                  policy, as may be amended from time-to-time. CPP and pay for
                  accrued vacation, if any, shall be paid pursuant to the terms
                  of those separate plans or policies.

         2.5.     FORM OF PAYMENT. Severance Pay paid under this Plan will be
                  paid in a lump sum or, if the Plan Administrator elects, as
                  salary continuation (without interest) on regularly scheduled
                  paydays of Cerner for the applicable period or some other
                  method. Severance Pay will be subject to applicable taxes and
                  withholdings.

3.       RELATION TO OTHER BENEFITS AND PAY

         3.1.     COBRA. Associates and their dependents covered under one or
                  more of Cerner's group health plans may be eligible to
                  continuation coverage pursuant to the federal COBRA law. This
                  Plan does not provide associates or their dependents with any
                  greater right to continuation coverage than what the federal
                  COBRA law requires.

         3.2.     OTHER BENEFIT PLANS. Eligibility, coverage and benefits under
                  other Cerner benefit plans (e.g., any group life, disability,
                  accidental death, retirement, stock plans, etc.) are governed
                  by the terms of those respective plans. This Plan does not
                  provide associates or their beneficiaries and dependents with
                  any greater eligibility, coverage or benefits than what such
                  plans provide.

                                       3

<PAGE>

         3.3.     INTEGRATION WITH OTHER PAYMENTS. Severance Pay paid under this
                  Plan is not intended to duplicate benefits such as pay-in-lieu
                  of notice, severance pay, workers compensation wage
                  replacement, disability pay, or similar benefits or pay under
                  other benefit plans, severance programs, employment
                  agreements, or applicable laws, such as the WARN Act. Subject
                  to paragraphs 2.4 and 2.5 of this Plan, in the event such
                  other pay or benefits is payable to an Eligible Associate,
                  Severance Pay under this Plan will be reduced accordingly or,
                  alternatively, pay or benefits previously paid under this Plan
                  will be treated as having been paid to satisfy other pay or
                  benefit obligations. In either case, the Plan Administrator,
                  in its sole discretion, will determine how to apply this
                  provision and may override other provisions in the Plan in
                  doing so.

         3.4.     REEMPLOYMENT. If an Eligible Associate is reemployed by Cerner
                  while Severance Pay is still payable under the Plan, all such
                  Severance Pay will cease, except as otherwise specified by the
                  Plan Administrator, in its sole discretion.

4.       EMPLOYMENT

         4.1.     NO MODIFICATION. This Plan shall not modify any terms of a
                  Cerner Associate Employment Agreement, including but not
                  limited to the type of employment relationship, the
                  associate's obligations and continuing obligations set forth
                  therein.

         4.2.     LIMITATION ON EMPLOYEE RIGHTS. This Plan shall not give any
                  associate the right to be retained in the service of Cerner or
                  interfere with or restrict the right of Cerner to terminate
                  the employment of any associate.

5.       ERISA

         5.1.     AMENDMENT OR TERMINATION. Cerner, acting through its chief
                  executive officer, has the right, in its nonfiduciary settlor
                  capacity, to amend the Plan or to terminate it at any time,
                  prospectively or retroactively, for any reason or no reason,
                  without notice, including discontinuing or eliminating
                  benefits. Cerner also shall decide disputes relative to the
                  rights under the Plan with respect to any and all parties. In
                  deciding such disputes, Cerner shall have full and complete
                  discretionary authority to (i) construe and interpret the
                  provisions of the Plan and to determine the right of any
                  person to any interest in or eligibility for any benefit under
                  the Plan, and (ii) make any and all factual determinations
                  necessary to determine the right of any person to any interest
                  in or eligibility for any benefit under the Plan; and, no
                  person shall be entitled to any benefit or interest under this
                  Plan if Cerner decides in its discretion that there is no
                  entitlement to that benefit or interest. Decisions of Cerner
                  shall be final, binding and conclusive upon all parties.

         5.2.     PLAN ADMINISTRATOR. The Plan is administered by Cerner, which
                  is the Plan Administrator under the Employee Retirement Income
                  Security Act of 1974 ("ERISA"). It is the responsibility of
                  the Plan Administrator to ensure that the Plan is administered
                  in accordance with its terms. It is also the responsibility of
                  the Plan Administrator to explain any rights and benefits that
                  you may have under the Plan and to answer any questions which
                  you may have. The Plan

                                       4

<PAGE>

                  Administrator maintains all documents which comprise the Plan
                  and annual filings, if any, which are prepared for the Plan.
                  If you have any questions regarding the Plan, you should
                  review these available documents. The Plan Administrator has
                  full and complete discretionary authority to determine
                  eligibility for benefits under the Plan and to construe and
                  interpret the terms of the Plan.

                  The Plan Administrator may, but is not required to, adopt
                  rules and regulations of uniform applicability in its
                  interpretation and implementation of the Plan. The Plan
                  Administrator may require each Eligible Associate to submit,
                  in such form as it shall deem reasonable and acceptable, proof
                  of any information which the Plan Administrator finds
                  necessary or desirable for the proper administration of the
                  Plan.

                  The Plan Administrator shall maintain such records as are
                  necessary to carry out the provisions of the Plan. The Plan
                  Administrator shall also make all disclosures and file all
                  reports which are required by ERISA.

         5.3.     CLAIMS REVIEW PROCEDURE.

                  5.3.1.   INITIAL CLAIM. If benefits under this Plan become
                           due, the Plan Administrator will notify you as to the
                           amount of benefits you are entitled to, the duration
                           of such benefit, the time the benefit is to commence
                           and other pertinent information concerning your
                           benefit. If you have been denied a benefit under the
                           Plan, or if you feel that the benefit which has been
                           given to you is not accurate, you may file a claim
                           with the Plan Administrator. If a claim for benefit
                           is denied by the Plan Administrator, the Plan
                           Administrator shall provide you with written or
                           electronic notification of any adverse benefit
                           determination within ninety (90) days after receipt
                           of the claim unless special circumstances require an
                           extension of time for processing the claim. If such
                           an extension of time for processing is required,
                           written or electronic notice indicating the special
                           circumstances and the date by which a final decision
                           is expected to be rendered shall be furnished to you.
                           In no event shall the period of extension exceed one
                           hundred eighty (180) days after receipt of the claim.
                           The notice of denial of the claim shall set forth:

                           (a)      The specific reason or reasons for the
                                    adverse determination;

                           (b)      Reference to the specific plan provisions on
                                    which the determination is based;

                           (c)      A description of any additional material or
                                    information necessary for you to perfect the
                                    claim, and an explanation of why such
                                    material or information is necessary; and

                           (d)      A description of the plan's review
                                    procedures and the time limits applicable to
                                    such procedures, including a statement of
                                    your right to bring a civil action under
                                    ERISA section 502(a) following an adverse
                                    benefit determination on review.

                                       5

<PAGE>

                           You (or your duly authorized representative) may
                           review pertinent documents and submit issues and
                           comments in writing to the Plan Administrator. If you
                           fail to appeal such action to the Plan Administrator
                           in writing within the prescribed period of time
                           described in the next section, the Plan
                           Administrator's adverse determination shall be final,
                           binding and conclusive.

                  5.3.2.   APPEAL. In the event of an adverse benefit
                           determination, you may appeal the adverse
                           determination by giving written notice to the Plan
                           Administrator within 60 days after receipt of the
                           notice of adverse benefit determination. The Plan
                           Administrator may hold a hearing or otherwise
                           ascertain such facts as it deems necessary and shall
                           render a decision which shall be binding upon both
                           parties. The appeal procedure shall:

                           (a)      Provide you at least 60 days following
                                    receipt of a notification of an adverse
                                    benefit determination within which to appeal
                                    the determination;

                           (b)      Provide you the opportunity to submit
                                    written comments, documents, records, and
                                    other information relating to the claim for
                                    benefits;

                           (c)      Provide that you shall be provided, upon
                                    request and free of charge, reasonable
                                    access to, and copies of, all documents,
                                    records, and other information relevant to
                                    your claim for benefits; and

                           (d)      Provide for a review that takes into account
                                    all comments, documents, records, and other
                                    information submitted by you relating to the
                                    claim, without regard to whether such
                                    information was submitted or considered in
                                    the initial benefit determination.

                           The decision of the Plan Administrator shall be made
                           within sixty (60) days after the receipt by the Plan
                           Administrator of the notice of appeal, unless special
                           circumstances require an extension of time for
                           processing, in which case a decision of Cerner shall
                           be rendered as soon as possible but not later than
                           one hundred twenty (120) days after receipt of the
                           request for review. If such an extension of time is
                           required, written or electronic notice of the
                           extension shall be furnished to you prior to the
                           commencement of the extension. The decision of the
                           Plan Administrator shall be provided in written or
                           electronic form to you and shall include the
                           following:

                           (a)      The specific reason or reasons for the
                                    adverse determination;

                           (b)      Reference to the specific plan provisions on
                                    which the benefit determination is based;

                           (c)      A statement that you are entitled to
                                    receive, upon request and free of charge,
                                    reasonable access to, and copies of, all
                                    documents, records, and other information
                                    relevant to your claim for benefits.

                                       6

<PAGE>

                                    Whether a document, record, or other
                                    information is relevant to a claim for
                                    benefits shall be determined by reference to
                                    DOL regulation section 2560.503-1 (m)(8);
                                    and

                           (d)      A statement describing any voluntary appeal
                                    procedures offered by the plan and your
                                    right to obtain the information about such
                                    procedures, and a statement of your right to
                                    bring an action under ERISA section 502(a).

         5.4.     STATEMENT OF ERISA RIGHTS. The following statement is required
                  by federal statute. Certain portions of this statement may not
                  apply to your particular situation or to this Plan.

                  If your become a participant in the Cerner Corporation
                  Enhanced Severance Pay Plan you are entitled to certain rights
                  and protections under the Employee Retirement Income Security
                  Act of 1974 (ERISA). ERISA provides that all plan participants
                  shall be entitled to:

                           -        Examine, without charge, at the plan
                                    administrator's office and at other
                                    specified locations, such as worksites and
                                    union halls, all plan documents, including
                                    insurance contracts, collective bargaining
                                    agreements and copies of all documents filed
                                    by the plan with the U.S. Department of
                                    Labor, such as detailed annual reports and
                                    plan descriptions.

                           -        Obtain copies of all plan documents and
                                    other plan information upon written request
                                    to the plan administrator. The administrator
                                    may make a reasonable charge for the copies.

                           -        Receive a summary of the plan's annual
                                    financial report. The plan administrator is
                                    required by law to furnish each participant
                                    with a copy of this summary annual report.

                           In addition to creating rights for plan participants,
                           ERISA imposes duties upon the people who are
                           responsible for the operation of the employee benefit
                           plan. The people who operate your plan, called
                           "fiduciaries" of the plan, have a duty to do so
                           prudently and in the interest of you and other plan
                           participants and beneficiaries. No one, including
                           your employer, your union, or any other person, may
                           fire you or otherwise discriminate against you in any
                           way to prevent you from obtaining a welfare benefit
                           or exercising your rights under ERISA. If your claim
                           for a welfare benefit is denied in whole or in part
                           you must receive a written explanation of the reason
                           for the denial. You have the right to have the plan
                           review and reconsider your claim. Under ERISA, there
                           are steps you can take to enforce the above rights.
                           For instance, if you request materials from the plan
                           and do not receive them within 30 days, you may file
                           suit in a federal court. In such a case, the court
                           may require the plan administrator to provide the
                           materials and pay you up to $110 a day until you
                           receive the materials, unless the materials were not
                           sent because of reasons beyond

                                       7

<PAGE>

                           the control of the administrator. If you have a claim
                           for benefits which is denied or ignored, in whole or
                           in part, you may file suit in a state or federal
                           court. If it should happen that plan fiduciaries
                           misuse the plan's money, or if you are discriminated
                           against for asserting your rights, you may seek
                           assistance from the U.S. Department of Labor, or you
                           may file suit in a federal court. The court will
                           decide who should pay court costs and legal fees. If
                           you are successful the court may order the person you
                           have sued to pay these costs and fees. If you lose,
                           the court may order you to pay these costs and fees,
                           for example, if it finds your claim is frivolous. If
                           you have any questions about your plan, you should
                           contact the plan administrator. If you have any
                           questions about this statement or about your rights
                           under ERISA, you should contact the nearest office of
                           the Pension and Welfare Benefits Administration, U.S.
                           Department of Labor, listed in your telephone
                           directory, or the Division of Technical Assistance
                           and Inquiries, Pension and Welfare Benefits
                           Administration, U.S. Department of Labor, 200
                           Constitution Avenue N.W., Washington, D.C. 20210.

         5.5.     GENERAL INFORMATION.

                  (a)      Plan Name and Type. The legal name of this Plan,
                           which is a welfare plan, is the Cerner Corporation
                           Enhanced Severance Pay Plan.

                  (b)      Name and Address of Plan Sponsor and Plan
                           Administrator. The name and address of the Plan
                           Sponsor and the Plan Administrator is:

                                    Cerner Corporation
                                    2800 Rockcreek Parkway
                                    North Kansas City, MO 64117
                                    EIN: 43-1196944
                                    Telephone: (816) 201-1024

                  (c)      Type of Administration. The Plan is administered by
                           Cerner.

                  (d)      Plan Number. The Plan number is 513.

                  (e)      Plan Year. The Plan Year ends on December 31.

                  (f)      Agent For Service of Legal Process. Service of legal
                           process may be made upon the Plan Sponsor (which is
                           also the Plan Administrator) at the above address.

                  (g)      Plan Costs. Plan costs are paid by Cerner. The Plan
                           is funded out of Cerner's general assets.

                  (h)      Insurance. Benefits provided by this Plan are not
                           insured by the Pension Benefit Guaranty Corporation
                           under Title IV of ERISA because the insurance
                           provisions under ERISA are not applicable to the
                           Plan.

                                       8

<PAGE>

         5.6.     GOVERNING LAW. This Plan is a welfare plan subject to the
                  Employee Retirement Income Security Act of 1974 and it shall
                  be interpreted, administered, and enforced in accordance with
                  that law. To the extent that state law is applicable, the
                  statutes and common law of the State of Missouri, excluding
                  any that mandate the use of another jurisdiction's laws, shall
                  apply.

6.       MISCELLANEOUS.

         6.1.     CONSTRUCTION. Where the context so indicates, the singular
                  will include the plural and vice versa. Titles are provided
                  herein for convenience only and are not to serve as a basis
                  for interpretation or construction of the Plan. Unless the
                  context clearly indicates to the contrary, a reference to a
                  statute or document shall be construed as referring to any
                  subsequently enacted, adopted, or executed counterpart.

                                    CERNER CORPORATION

                                    /s/ Julia M. Wilson

Date Amended: October 14, 2003      Julia M. Wilson
First approved May 12, 2003         Chief People Officer

                                       9

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