Document:

Exhibit 10.14 

     

      

    JOHN WILEY & SONS, INC.

    FY 2020 QUALIFIED
            EXECUTIVE LONG TERM INCENTIVE PLAN

    PLAN DOCUMENT

    CONFIDENTIAL

    May 1, 2019

    

    

    
      
        

    

    

    

    CONTENTS

    

    

    	
            Section

          	
            Subject

          	
            Page

          
	
            I.

          	
            Definitions

          	
            2

          
	
            II.

          	
            Plan Objectives

          	
            3

          
	
            III.

          	
            Eligibility

          	
            3

          
	
            IV.

          	
            Performance Targets and Measurement

          	
            4

          
	
            V.

          	
            Performance Evaluation

          	
            4

          
	
            VI.

          	
            Performance Share Units Award Provisions

          	
            5

          
	
            VII.

          	
            Restricted Share Units

          	
            6

          
	
            VIII.

          	
            Payouts

          	
            6

          
	XI.

          	
            Administration and Other Matters

          	
            7

          

     

    

    
      
        

    

    

    

    I. DEFINITIONS

    Following are definitions for words and phrases used in this document.  Unless the context clearly indicates otherwise,
        these words and phrases are considered to be defined terms and appear in this document in italicized print:

    award 

        The award made to a participant under this plan in connection with the attainment of specified performance levels for the plan period as specified in the participant’s award summary.

    business

          criteria An indicator of financial performance, chosen from the business criteria listed in Section 10.2 of the shareholder plan. The following business criteria are used in this plan:

    cumulative free cash flow  Reported “Cash provided by operating activities” less “Additions to technology, property and equipment” and “Product development spending” in the Company’s Statement of Cash Flows for the
        three-year plan period

    cumulative EBITDA  Adjusted operating income excluding depreciation expense and amortization of intangible and product development assets in the Company’s Summary of Operations, consistent with amounts reported for the Company’s adjusted EBITDA results reported publicly, for the three-year plan period

    business

          unit  The Company, a business or subsidiary of the Company, or a global unit of the Company.

    Company 
        John Wiley & Sons, Inc.

    Executive

          Compensation and Development Committee (Committee) The committee of the Company’s Board of Directors responsible for the review and
        approval of executive compensation.

    financial

          goal  A targeted level of attainment of a given business criteria.

    financial

          results  The published, audited financial results of the Company.

    participant 
        An employee of the Company selected to participate in the plan.

    performance levels

    threshold  The minimum acceptable level of achievement of a financial goal in order to earn a payout, expressed as a percentage of target 
        e.g., 85% of target).

    target   Achievement of the assigned financial goal-100%.

    outstanding  superior achievement of a financial goal, earning the maximum payout, expressed as a percentage of target (e.g., 115% of target).

    performance

          share unit  The contingent right given by the Company to a participant to receive a share of stock issued pursuant to this plan and the shareholder plan that is subject to forfeiture.  In
        the shareholder plan, such stock is
        referred to as “Performance-Based Stock.”

    performance

          target  A participant's objective to achieve specific financial goals for assigned business criteria in the plan period, as approved by the Committee.  A performance target comprises all of the financial goals for the business criteria in a business unit.

    plan  

        This FY 2020 Qualified Executive Long Term Incentive Plan.

    plan-end

          adjusted performance share unit award   The number of performance share units earned by a participant at the end of the plan period after adjustments, if any, are made, as set forth in Sections V and VIII.

    plan
          period   The three year period from May 1, 2019 to April 30, 2022, or a portion of this period, at the discretion of the Committee.

    restricted

          share unit  The contingent right given by the Company to a participant to receive a share of stock issued pursuant to this plan and the shareholder plan that is subject to forfeiture.  In
        the shareholder plan, such stock is
        referred to as “Restricted Stock.”

    shareholder

          plan   The John Wiley & Sons, Inc.  2014 Key Employee Stock Plan.

    stock  

        Class A Common Stock (par value $1 per share) of the Company.

    target

          incentive  The targeted number of performance share units that a participant is eligible to receive if 100% of his/her/her applicable performance targets are achieved and
        the participant remains employed by the Company
        through the June 30, 2022 vesting date, except as otherwise provided in Section VIII.

    II. PLAN OBJECTIVES

    The plan is
        intended to provide the officers and other key colleagues of the Company and of its subsidiaries, affiliates and certain joint venture
        companies, upon whose judgment, initiative and efforts the Company depends for its growth and for the profitable conduct of its business, with
        additional incentive to promote the success of the Company.

    III. ELIGIBILITY

    A participant
        is selected by the President and CEO and recommended for participation to the Committee, which has sole discretion for determining eligibility,
        from among those colleagues in key management positions deemed able to make the most significant contributions to the growth and profitability of the Company. 

        The President and CEO of the Company is a participant.

    IV. PERFORMANCE TARGETS AND MEASUREMENT

    The President and CEO recommends and the Committee adopts, in its sole discretion, performance targets and performance levels for each participant, not later than 90 days from the
        commencement of the plan period.  No performance

          target or performance level may be modified after 90 days from the commencement of the plan period.

    
      	
              A.

            	
              Performance
                    targets, comprising one or more financial goals, are defined for each business unit. Each

                  financial goal is assigned a weight, such that the sum of the weights of all financial goals for a business unit equals 100%.

            

    

    
      	
              B.

            	
              Each participant
                  is assigned performance targets for one or more business units, based on the participant’s position, responsibilities, and his/her ability to affect
                  the results of the assigned business unit. For each participant, each business unit is assigned a weight, such that the sum of the weights of all business units for a participant equals 100%. Collectively,

                  all business unit performance targets constitute the participant’s plan period objectives.

            

    

    
      	
              C.

            	
              Each financial

                    goal is assigned performance levels (threshold, target and outstanding).

            

    

    V. PERFORMANCE EVALUATION

    
      	
              A.

            	
              Financial Results

            

    

    
      	
              1.

            	
              At the end of the plan period, the financial results for each business unit are compared with that unit’s financial goals to determine the payout for each participant.

            

    

    
      	
              2.

            	
              In determining the attainment of financial goals, the impact of  any of the events (1) through (9) listed in Section 10.2 of the shareholder
                    plan will be excluded from the financial results for any affected business unit.

            

    

    
      	
              3.

            	
              Award Determination

            

    

    
      	
              ·

            	
              Achievement of threshold performance of at least one financial goal of a performance target is necessary for a participant to receive a payout for that performance target.

            

    

    
      	
              ·

            	
              The unweighted payout

                  factor for each financial goal is determined as follows:

            

    

    
      	
              o

            	
              For performance below the threshold level, the payout factor is zero.

            

    

    
      	
              o

            	
              For performance at the threshold level, the payout factor is 50%.

            

    

    
      	
              o

            	
              For performance between the threshold and target levels, the payout factor is between 50% and 100%, determined on a pro-rata basis.

            

    

    
      	
              o

            	
              For performance at the target level, the payout factor is 100%.

            

    

    
      	
              o

            	
              For performance between the target and outstanding levels, the payout factor is between 100% and 150%, determined on a pro-rata
                  basis.

            

    

    
      	
              o

            	
              For performance at or above the outstanding level, the payout factor is 150%.

            

    

    
      	
              ·

            	
              A participant’s plan-end adjusted performance share unit award is determined as follows:

            

    

    
      	
              o

            	
              Each financial

                    goal’s unweighted payout factor determined above times the weighting of that financial goal equals the weighted payout factor for that financial goal

            

    

    
      	
              o

            	
              The sum of the weighted payout factors for a business unit’s financial goals equals the payout factor for that performance target.

            

    

    
      	
              o

            	
              The participant’s target incentive

            

    

    times

        the business unit weight

        times

        the performance target payout factor

        equals

        the participant’s payout for
        that business unit

    
      	
              o

            	
              The sum of the payouts for all the business units assigned to a participant equals the participant’s total plan-end adjusted performance share unit award.

            

    

    
      	
              ·

            	
              The Committee
                  may, in its sole discretion, reduce a participant’s payout to any level it deems appropriate.

            

    

    

    

    VI. PERFORMANCE SHARE UNITS AWARD PROVISIONS

    
      	
              A.

            	
              Performance
                    share units, equal to 60% of a participant’s target incentive, shall be determined at the beginning of the plan period.

            

    

    
      	
              B.

            	
              The plan-end
                    adjusted performance share unit award will be compared to the performance share units targeted at the beginning of the plan period, and the appropriate amount of performance share units will be awarded or forfeited, as required, to bring the performance share units award to
                  the number of shares designated as the plan-end adjusted performance share unit award.

            

    

    VII. RESTRICTED SHARE UNITS

    The participant
        may be granted restricted share units pursuant to the shareholder plan at the beginning of the plan period, representing another incentive vehicle by which the participant is able to share in the long-term growth of the Company. The terms and conditions of the restricted share unit award are contained in the shareholder plan and in the restricted share unit award grant
        agreement.

    VIII. PAYOUTS

    
      	
              A.

            	
              Normal Payout.  Plan-end adjusted performance share units awards will be made within 2-1/2 months after the end of the plan period.

            

    

    
      	
              B.

            	
              Resignation or Termination
                      with or without Cause.  Except as otherwise provided in this Section VIII or in a written agreement approved by the Committee,
                  a participant who resigns, or whose employment is terminated by the Company, with or without cause before the award is vested, will forfeit the right to
                  receive an award.

            

    

    
      	
              C.

            	
              Death or Disability. 

                  Solely to the extent provided by the Committee in the award summary or in a written agreement, in the event of a participant’s death or disability while in employment prior to the end of the plan period, the participant (or, in the event of death, his or her estate) will
                  receive a prorated plan-end adjusted performance share unit award which shall be paid out in shares based upon actual performance
                  upon the conclusion of the plan period, within 2-1/2 months after the end of the plan period. “Disability” for this purpose will be determined by the Committee under a definition permitted under Code Section 409A.

            

    

    
      	
              D.

            	
              Retirement.  Except
                  as otherwise provided in this Section VIII or in a written agreement approved by the Committee, in the event of a participant’s retirement as that term is defined in the shareholder plan, prior to the end of the plan period, the participant will receive a prorated plan-end adjusted performance share unit
                    award (as determined by the Committee) which shall be paid out in shares based upon actual performance upon the conclusion
                  of the plan period, within 2-1/2 months after the end of the plan period.

            

    

    
      	
              E.

            	
              Change of Control. 
                  In the event of a Change of Control, as that term is defined in the shareholder plan, in cases where:

            

    

    
      	
              ·

            	
              the acquiring company is not publicly traded, or

            

    

    
      	
              ·

            	
              where the acquiring company is publicly traded and the company does not assume or replace the outstanding
                  equity, or

            

    

    
      	
              ·

            	
              participant’s
                  employment is terminated due to a "without cause termination" or "constructive discharge" within twenty-four months following a change of control,

            

    

    all then outstanding “target” performance share units shall immediately become fully vested, and all plan-end adjusted performance share unit awards that are not yet vested shall immediately become fully vested.

    
      	
              F.

            	
              Performance

                      Share Units Earned for Completed Plan Periods.  In the event of the participant’s death, Disability, or retirement as that term is defined in the shareholder plan
                  or performance share unit grant agreement, following the end of the plan period but prior to full vesting of the plan-end adjusted performance share unit awards,
                  such performance share units shall immediately become fully vested.

            

    

    
      	
              G.

            	
              Change in Position. 

                  A participant who is hired or promoted into an eligible position during the plan period may receive a prorated plan-end adjusted performance share unit award
                  as determined by the Committee, in its sole discretion.

            

    

    

    

    IX. ADMINISTRATION AND OTHER MATTERS

    
      	
              A.

            	
              The plan
                  will be administered by the Committee, which shall have authority in its sole discretion to interpret and administer this plan, including, without limitation, all questions regarding eligibility and status of any participant, and no participant shall have any right to receive a
                  payout or payment of any kind whatsoever, except as determined by the Committee hereunder.

            

    

    
      	
              B.

            	
              The Company
                  will have no obligation to reserve or otherwise fund in advance any amount which may become payable under the plan.

            

    

    
      	
              C.

            	
              In the event that the Company is required to file a restatement of its financial results due to fraud, gross negligence or intentional misconduct by one or more employees and/or material non-compliance with Securities laws, the Company will cancel the unvested performance

                    share units previously granted to all participants in the amount by which such shares exceeded any lower number of shares
                  that would have been earned based on the restated financial results, for the plan cycle in which the restatement was required, and if applicable, any gain associated with the award for that plan cycle will be repaid to the Company by the participant in the amount by which such gain exceeded any lower gain that would have been made based on the restated
                  financial results, to the full extent required or permitted by law.  This provision extends beyond the clawback requirements under Sarbanes-Oxley that are limited to our Chief Executive Officer and Chief Financial Officer.

            

    

    If a participant is
        directly responsible for or involved in fraud, gross negligence or intentional misconduct that causes the Company to file a restatement of its
        financial results, the Company will cancel the unvested performance share units previously granted to such participant, for the plan cycle in which the restatement was
        required, and if applicable, any gain associated with the award for that plan cycle will be repaid to the Company by the participant, to the full extent required or permitted by law. 

    

    

    
      	
              D.

            	
              This plan
                  may not be modified or amended except with the approval of the Committee, in accordance with the provisions of the shareholder plan.

            

    

    
      	
              E.

            	
              In the event of a conflict between the provisions of this plan and the provisions of the shareholder plan, the provisions of the shareholder plan shall apply.

            

    

    
      	
              F.

            	
              No awards of any type under this plan shall be considered as compensation for purposes of defining compensation for retirement, savings or supplemental executive retirement plans, or any other benefit.Exhibit 10.15

    

    

    

    

    

    

    

    

    

    JOHN WILEY & SONS, INC.

    

    

    

    

    FY 2020 QUALIFIED EXECUTIVE ANNUAL INCENTIVE PLAN

    

    

    

    

    PLAN DOCUMENT

    

    

    

    

    

    

    

    

    

    

    CONFIDENTIAL

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    MAY 1, 2019

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    

    
      
        

    

    

    

    CONTENTS

    

    

    	
            Section

          	
            Subject

          	
            Page

          
	
            I.

          	
            Definitions

          	
            2

          
	
            II.  

          	
            Plan Objectives

          	
            3

          
	
            III.

          	
            Eligibility

          	
            3

          
	
            IV.

          	
            Performance Targets and Measurement

          	
            3

          
	
            V.

          	
            Performance Evaluation

          	
            4

          
	
            VI.

          	
            Payouts

          	
            5

          
	
            VII.

          	
            Administration and Other Matters

          	
            5

          

     

    

    
      
        

    

    

    

    
      
        
          I.  DEFINITIONS

        

      

    

    

    

    Following are definitions for words and phrases used in this document.  Unless the context clearly indicates otherwise,
        these words and phrases are considered to be defined terms and appear in this document in italicized print:

    base
          salary   A participant's base salary
        as of July 1, 2019, or the date of hire or promotion into the plan, if later, adjusted for any amount of time the participant may not be in the plan for reasons of hire,
        death, disability, retirement and/or termination.

    business
          criteria An indicator of financial performance, chosen from the business criteria listed in Section  4(b)(ii) of the shareholder plan. The following business criteria are used in this plan:

    operating income (corporate) Net revenue less cost of sales, amortization of intangibles and operating and administrative expenses, calculated consistently with the Company’s adjusted results reported publicly

    contribution to profit  (CTP) (business) Net revenue less cost of sales, direct expenses and allocated shared service costs, calculated consistently with the Company’s adjusted segment results reported publicly

    revenue  (business and corporate) Gross annual revenue, net of provision for returns, cancellations, etc., in a
        manner consistent with amounts reported for the Company’s segment and total results

    business
          unit  The Company, a business or subsidiary of the Company, or a global unit of the Company.

    Company 
          John Wiley & Sons, Inc.

    Executive

          Compensation and Development Committee (Committee) The committee of the Company's Board of Directors responsible for the review and
        approval of executive compensation.

    financial

          goal   A targeted level of attainment of a given business criteria.

    financial

          results   The published, audited financial results of the Company and the business financial results derived therefrom.

    participant  

        An employeeof the Company selected to participate in the plan.

    payout   Actual gross dollar amount paid to a participant
        under the plan, if any, for achievement of assigned performance targets, as further discussed in this plan.

    performance levels

    threshold   The minimum acceptable level of achievement of a financial goal in order to earn a payout, expressed as a percentage of target (
        e.g., 95% of target).

    target   Achievement of the assigned financial goal-100%.

    outstanding   Superior achievement of a financial goal, earning the maximum payout, expressed as a percentage of target (e.g., 105% of target).

    Performance

          target    A participant's
        objective to achieve specific financial goals for assigned business criteria in the plan year, as approved by the Committee.  A performance target comprises all of the financial goals for the business criteria in a business unit.

    plan 
          This FY 2020 Qualified Executive Annual Incentive Plan.

    plan
          year  The twelve-month period from May 1, 2019 to April 30, 2020, or a portion of this period, at the discretion of the Committee.

    shareholder

          plan  The Company’s 2014 Executive Annual Incentive Plan.

    target
          incentive amount   The amount that a participant is eligible to receive if he/she achieves 100% of his/her performance targets for a business unit. The sum of the target incentive amounts for all business units assigned

        to a participant is the total target
          incentive amount.

    target
          incentive percent   The percent applied to the participant's total annual incentive opportunity to determine the target incentive amount for this plan.
        Generally, for the plan year 2020, the target
          incentive percent for this plan is 75%.

    total
          annual incentive opportunity  The total target amount that a participant is eligible to receive from all annual incentive plans, including this plan.

    

    

    
      
        
          II.  PLAN OBJECTIVES

        

      

    

    

    

    The plan is intended to provide the
        officers and other key colleagues of the Company and of its subsidiaries, affiliates and certain joint venture companies, upon whose judgement,
        initiative and efforts the Company depends for its growth and for the profitable conduct of its business, with additional incentive to promote
        the success of the Company.

    

    

    
      
        
          III.  ELIGIBILITY

        

      

    

    

    

    A participant is selected by the
        President & CEO and recommended for participation to the Committee, which has sole discretion for determining eligibility, from among those
        colleagues in key management positions deemed able to make the most significant contributions to the growth and profitability of the Company. 
        The President and CEO of the Company is a participant.

    

    

    
      
        
          IV.  PERFORMANCE TARGETS AND MEASUREMENT

        

      

    

    

    

    The CEO recommends and the Committee
        adopts, in its sole discretion, performance targets and performance levels for each participant, not later than 90 days from the commencement of the plan year.  No performance target or performance level may
        be modified after 90 days from the commencement of the plan year.

    

    

    
      	
              A.

            	
              Performance targets, comprising

                  one or more financial goals, are defined for each business unit.  Each financial goal is assigned a weight, such that the sum of the weights of all financial goals for a business unit
                  equals 100%.

            

    

    

    

    
      	
              B.

            	
              Each participant is assigned
                  performance targets for one or more business

                    units , based on the participant’s position, responsibilities, and his/her ability to affect the results of the assigned business unit. For each participant,
                  each business unit is assigned a weight, such that the sum of the weights of all business units for a participant equals 100%. Collectively, all business unit performance targets constitute the participant’s
                    plan year objectives.

            

    

    

       

     
        
      	 
              C.

            	
              Each financial goal is
                  assigned performance levels (threshold,
                  target and outstanding).

            

    

    

    

    

    

    
      
        
          V.  PERFORMANCE EVALUATION

        

      

    

    

    

    
      
        	A.	
                Financial Results

              

      

    

    
      	
              1.

            	
              At the end of the plan year,
                  the financial results for each business

                    unit are compared with that unit’s financial goals to determine the payout for each participant.

            

    

    
      	
              2.

            	
              In determining the attainment of financial

                    goals,

            

    

    
      	
              a.

            	
              the impact of foreign exchange gains or losses will be excluded.

            

    

    
      	
              b.

            	
              the impact of any of the events (1) through (9) listed in Section 4(b)(ii) of the shareholder plan will be excluded from the financial results of any affected
                  business unit.

            

    

    
      	
              3.

            	
              Award Determination

            

    

    
      	
              a.

            	
              Achievement of threshold
                  performance of at least one financial goal of a performance target is necessary for a participant to receive a payout for that performance target.

            

    

    
      	
              b.

            	
              The unweighted payout factor
                  for each financial goal is determined as follows:

            

    

    
      	
              1.

            	
              For performance below the threshold
                  level, the payout factor is zero.

            

    

    
      	
              2.

            	
              For performance at the threshold
                  level, the payout factor is 50%.

            

    

    
      	
              3.

            	
              For performance between the threshold
                  and target levels, the payout

                  factor is between 50% and 100%, determined on a pro-rata basis.

            

    

    
      	
              4.

            	
              For performance at the target
                  level, the payout factor is 100%.

            

    

    
      	
              5.

            	
              For performance between the target
                  and outstanding levels, the payout

                  factor is between 100% and 150%, determined on a pro-rata basis.

            

    

    
      	
              6.

            	
              For performance at or above
                  the outstanding level, the payout factor is 150%.

            

    

    

    

    
      	
              c.

            	
              A participant’s payout is
                  determined as follows:

            

    

    
      	
              1.

            	
              Each financial goal’s unweighted payout factor determined above times the weighting of that financial goal equals the weighted payout factor for that financial goal.

            

    

    
      	
              2.

            	
              The sum of the weighted payout
                  factors for a business unit’s
                  financial goals equals the payout

                  factor for that performance target.

            

    

    
      	
              3.

            	
              The participant’s total annual
                    incentive opportunity

            

    

     times

    the
          participant’s target incentive percent

     times

    the business unit weight

    times

    the performance

          target payout factor

     equals

    the participant’s payout for

        that business unit

    
      	
              4.

            	
              The sum of the payouts for
                  all the business units assigned to a participant equals the participant’s total payout.

            

    

    
      	
              d.

            	
              If the payout for the Company is higher than the payout for the other business units, the payout for the Company will be reduced to the level of the highest business unit payout.

            

    

    
      	
              e.

            	
              If the payout for the Company or any of the business units
                  is below 25%, the payout for the impacted participants will be funded 25%, provided the Company’s performance on operating income achieves at least 85% of target.

            

    

    
      	
              f.

            	
              The Committee may, in its
                  sole discretion, reduce a participant’s payout to any level it deems appropriate.

            

    

    

    

    

    

    VI. PAYOUTS

    

    

    
      	
              A.

            	
              Payouts will be made within 90
                  days after the end of the plan year.

            

    

     

    

    
      	
              B.

            	
              In the event of a participant's
                  death, disability, retirement or leave of absence prior to the payout for the plan year, the payout, if any, will be determined by the Committee.  Any such payout will be calculated as
                  noted in Section V. 

                  

            

    

    
      	
              C.

            	
              A participant who resigns, or
                  whose employment is terminated by the Company, with or without cause, before the payout for the plan year, will not receive a payout.  Exceptions to this provision shall be made with the approval of the Committee, in its sole discretion.

            

    

    

    

    
      	
              D.

            	
              A participant who is hired or
                  promoted into an eligible position during the plan year may receive a prorated payout as determined by the Committee, in its sole discretion.

            

    

    

    

    VII. ADMINISTRATION AND OTHER MATTERS

    

    

    
      	
              A.

            	
              The plan will be administered
                  by the Committee, which shall have authority in its sole discretion to interpret and administer this plan, including, without limitation, all questions regarding eligibility and status of any participant, and no participant shall have any right to receive a payout or payment of any kind
                  whatsoever, except as determined by the Committee hereunder.

            

    

    

    

    
      	
              B.

            	
              The Company will have no
                  obligation to reserve or otherwise fund in advance any amount which may become payable under the plan.

            

    

    

    

    
      	
              C.

            	
              In the event that the Company
                  is required to file a restatement of its financial results due to fraud, gross negligence or intentional misconduct by one or more employees, and/or material non-compliance with Securities laws, the Company will require reimbursement of any annual incentive compensation awarded to all participants in the amount by which such compensation exceeded any lower payment that would have been made based on the restated financial results, for the fiscal year in which the restatement was required, to the full extent required or permitted by law. 

            

    

    

    

    If a participant is
        directly responsible for or involved in fraud, gross negligence or intentional misconduct that causes the Company to file a restatement of its
        financial results, the Company will require reimbursement of all annual incentive compensation awarded to such participant, for the fiscal year in which the restatement was required, to the full extent required or permitted by law.

    

    

    
      	
              D.

            	
              This plan may not be modified
                  or amended except with the approval of the Committee, in accordance with the provisions of the shareholder plan.

            

    

    

    

    
      	
              E.

            	
              In the event of a conflict between the provisions of this plan and the provisions of the shareholder plan, the provisions of the shareholder plan shall apply.

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