Document:

Exhibit 10.16

 

GEORGETOWN SAVINGS BANK

INCENTIVE COMPENSATION PLAN

2011 GOALS

 

Updated, Effective 4/7/11

 

 

Organizational Level:  Executive

 

	
Employee:  Philip Bryan
    	
 
    	
Incentive   Target: 11%   ($16,587)
    
	
Title: Senior Vice President/Retail   Lending/CLO
    	
 
    	
Current   Salary:   $150,788
    

 

	
The   dollar figures presented in this example are estimates. Incentive payments   will be based on the employee’s base compensation, which includes actual   straight-time pay (excludes overtime and prior year’s Incentive Compensation   Plan payments), jury duty, holiday, vacation, personal and sick pay for the   2011 calendar year.
    

 

Minimum Thresholds

In order to receive payment for achievement of the goals listed below, the following thresholds must be met:

1.             CAMELS ratings must remain at one of the two highest ratings at all times during the Plan Year.  This will be measured by the OTS.

2.             Asset Quality must remain at a level of “Satisfactory” or better at all times during the Plan Year.  This will be measured by both internal audit results and OTS rating.

3.             Loan Quality Control Reviews must be “Satisfactory” or better at all times during the Plan Year.  This will be measured by internal audit results.

 

Tier 1: Bank-wide Performance

 

GOAL: #1: Profitability – Achieve ROA

 

Annual  Payout Percentage: 20% = $3,317

 

	
 

Goals 

 
    	
 

Payout

 
    	
 
    	
 
    
	
95% of budget = .74%
    	
$1,106 
    	
 
    	
 
    
	
At budget = .78%
    	
$2,211
    	
 
    	
 
    
	
106% of budget =   .83% 
    	
$3,317
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every .05% over .83%
    	
$1,106
    	
 
    	
 
    

 

 

Tier 2: Team Performance

 

GOAL #2: Profitability - Increase Net Mortgage Banking Income

 

Annual Payout Percentage: 60% = $9,953

 

	
 

Goals 
    	
 

Payout
    	
 
    	
 
    
	
98% of budget =   $602,795
    	
$3,318
    	
 
    	
 
    
	
At budget =   $615,097
    	
$6,635
    	
 
    	
 
    
	
125% of budget =   $768,871
    	
$9,953
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every $153,774 over $768,871 
    	
$3,318
    	
 
    	
 
    

 

 

GOAL #3: Profitability - Achieve Core Interest Rate Spread

 

Annual Payout Percentage: 20% = $3,317

 

	
 

Goals 

 
    	
 

Payout

 
    	
 
    	
 
    
	
97% of budget = 4.66%
    	
$1,106 
    	
 
    	
 
    
	
At budget =   4.80%
    	
$2,211
    	
 
    	
 
    
	
103% of budget =   4.94%
    	
$3,317
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every .14% over 4.94% 
    	
$1,106
    	
 
    	
 
    

 

 

Tier 3: Individual Performance

 

Goal: None

 

 

 

 

 

 

 

 

Minimum Level of Expectations

To be eligible for this Incentive Compensation Plan the employee must meet the following:

·                  Performing at a satisfactory level or above,

·                  Not on written warning, and

·                  Actively employed at the time of the incentive payment.

Clawback Provision

The Bank shall have the right to recoup or “clawback” awards paid under this Plan if the Compensation Committee concludes that such awards were based on information that was later found to be materially incorrect, including awards that were determined, in whole or part, on financial statement information that is subsequently restated.

 

By signing below I confirm receipt of my Incentive Compensation Plan and my understanding of the provisions stated above:

 

	
/s/ Philip Bryan
    	
 
    	
6/6/11
    	
 
    
	
Employee’s Signature
    	
 
    	
Date
    	
 
    
	
 
    	
 
    	
 
    	
 
    
	
/s/ Robert Balletto
    	
 
    	
6/6/11
    	
 
    
	
Supervising Officer’s Signature
    	
 
    	
DateExhibit 10.17

 

GEORGETOWN SAVINGS BANK

INCENTIVE COMPENSATION PLAN

2012 GOALS

	
 
    

 

Organizational Level:  Executive

 

	
Employee:
    	
Philip Bryan
    	
Incentive   Target:
    	
11% ($17,561)
    
	
Title:
    	
Senior Vice   President/Chief Loan Officer
    	
Current   Salary:
    	
       $159,650
    

 

	
The   dollar figures presented in this example are estimates. Incentive payments   will be based on the employee’s base compensation, which includes actual   straight-time pay, jury duty, holiday, vacation, personal and sick pay for   the 2012 calendar year. Overtime, bonus payments, base-bonuses, incentives   and all other non-base pay compensation are excluded from this calculation.
    

 

Minimum Thresholds

In order to receive payment for achievement of the goals listed below, the following thresholds must be met:

1.             CAMELS ratings must remain at one of the two highest ratings at all times during the Plan Year.  This will be measured by the OCC.

2.             Asset Quality must remain at a level of “Satisfactory” or better at all times during the Plan Year.  This will be measured by both internal audit results and OCC rating.

3.             Loan Quality Control Reviews must be “Satisfactory” or better at all times during the Plan Year.  This will be measured by internal audit results.

 

Tier 1: Bank-wide Performance

 

GOAL: #1: Profitability – Achieve ROA

 

Annual  Payout Percentage: 40% = $7,025

 

	
Goals 
    	
Payout
    	
 
    	
 
    
	
95% of budget = .43%
    	
$2,342
    	
 
    	
 
    
	
At budget = .45%
    	
$4,683
    	
 
    	
 
    
	
106% of budget = .48% 
    	
$7,025
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every .03% over .48%
    	
$2,342
    	
 
    	
 
    

 

 

Tier 2: Team Performance

 

GOAL #2: Profitability - Increase Net Mortgage Banking Income

 

Annual Payout Percentage:  20% = $3,512

 

	
Goals 
    	
Payout
    	
 
    	
 
    
	
98% of budget =   $463,736
    	
$1,171
    	
 
    	
 
    
	
At budget = $473,200
    	
$2,341
    	
 
    	
 
    
	
125% of budget =   $591,500
    	
$3,512
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every $ 118,300 over $591,500 
    	
$1,171
    	
 
    	
 
    

 

 

GOAL #3: Profitability - Increase Net Outstanding Commercial Loans

Annual Payout Percentage: 20% = $3,512

 

	
Goals 
    	
Payout
    	
 
    	
 
    
	
98% of budget =   $14,945,000
    	
$1,171
    	
 
    	
 
    
	
At budget = $15,250,000
    	
$2,341
    	
 
    	
 
    
	
125% of budget =   $19,063,000
    	
$3,512
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every $3,813,000 over $ 19,063,000
    	
$1,171
    	
 
    	
 
    

 

 

GOAL #4: Profitability - Achieve Core Interest Rate Spread

Annual Payout Percentage: 20% = $3,512

 

	
Goals 
    	
Payout
    	
 
    	
 
    
	
97% of budget = 4.53%
    	
$1,171
    	
 
    	
 
    
	
At budget = 4.67%
    	
$2,341
    	
 
    	
 
    
	
103% of budget = 4.81%
    	
$3,512
    	
 
    	
 
    
	
Stretch Goal  
    	
 
    	
 
    	
 
    
	
Every .14% over 4.81% 
    	
$1,171
    	
 
    	
 
    

 

Tier 3: Individual Performance

 

None

 

 

Minimum Level of Expectations

To be eligible for this Incentive Compensation Plan the employee must meet the following:

·                  Performing at a satisfactory level or above,

·                  Not on written warning, and

·                  Actively employed at the time of the incentive payment.

 

Clawback Provision

The Bank shall have the right to recoup or “clawback” awards paid under this Plan if the Compensation Committee concludes that such awards were based on information that was later found to be materially incorrect, including awards that were determined, in whole or part, on financial statement information that is subsequently restated.

 

The Bank reserves the right to change this Plan.  You will be notified in advance of any changes.

 

By signing below I confirm receipt of my Incentive Compensation Plan and my understanding of the provisions stated above:

 

	
/s/ Philip Bryan
    	
 
    	
3/16/12
    	
 
    
	
Employee’s Signature
    	
 
    	
Date
    	
 
    
	
 
    	
 
    	
 
    	
 
    
	
/s/ Robert Balletto
    	
 
    	
3/16/12
    	
 
    
	
Supervising Officer’s Signature
    	
 
    	
DateExhibit 10.1

 

CONFIDENTIAL TREATMENT HAS BEEN REQUESTED FOR PORTIONS OF THIS EXHIBIT. THE COPY FILED HEREWITH OMITS THE INFORMATION SUBJECT TO THE CONFIDENTIALITY REQUEST. OMISSIONS ARE INDICATED BY INCLUSION OF THE SYMBOL *.  A COMPLETE UNREDACTED VERSION OF THIS EXHIBIT HAS BEEN FILED SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION.

 

Eagle Bancorp, Inc.

Senior Executive Annual Incentive Plan

 

Performance Year 2011

 

 

EagleBank Executive Annual Incentive Plan

Plan Document and Administrative Guidelines

 

This Annual Incentive Plan is for the Executive Management Team of EGBN.  The annual incentive plan is designed to compensate plan participants for the attainment of specified overall bank and individual goals.  The objective is to align the interests of senior executives with the interests of the Bank in obtaining superior financial results.

 

The Plan operates on a calendar year basis (January 1st to December 31st).  This same calendar year is the performance-period for determining the amount of incentive awards to be paid following year end.

 

PERFORMANCE CRITERIA

 

·              Bank Performance - For all plan participants, a significant portion of the annual incentive will be based on overall bank performance.  The Compensation Committee will approve bank wide goals for each senior staff member on an annual basis.  In addition, they will review the Bank’s annual incentive programs to ensure they do not encourage risky behavior.

 

·              Strategic Performance - All participants are encouraged to work towards our strategic plan and up to twenty-five percent (25%) of the annual incentive will be based on achievement of bank strategic goals.

 

·              Individual Performance - For all participants, individual performance as determined by annual performance evaluations will be used to determine at least Fifteen percent (15%) of the plan participant’s incentive payout.

 

PERFORMANCE STANDARDS

 

For each performance factor (Overall Bank, and Individual), an appropriate standard of performance must be established with three essential performance points:

 

·              Threshold Performance:  That level of performance for each factor below which no award will be given.  Threshold performance will be 85% of target expectations.

 

·              Target Performance:  The level of performance for each factor at budgeted goals.  The budgeted, or expected, level of performance is based upon historical data, and management’s best judgment as to expected performance during the upcoming performance period.  The Compensation Committee will approve bank wide goals on an annual basis.

 

·              Maximum Expected Performance:  The maximum performance level is 115% of target.  There will be no payouts above the maximum level.  In addition, while a TARP participant, maximum payouts may be reduced to ensure no payout exceeds 1/3 of total compensation.

 

 

PLAN PAYOUTS

 

The Net Operating Income, Threshold level, must be met for there to be any payment made for the Bank Performance and Strategic Performance categories.  Participants will still be eligible to receive a payout for Individual Performance.

 

After all performance results are available at year-end, the awards will be calculated for each Plan participant and approved by the CEO, and Compensation Committee.  The Compensation Committee will reserve the discretion to pay out annual incentives in cash or stock.  While EGBN is a TARP participant, stock payouts will be made solely in restricted stock which will not fully vest for a minimum of two (2) years and until EGBN is no longer a TARP participant.  In addition, while a TARP participant, maximum payouts may be reduced to ensure no payout exceeds 1/3 of total compensation or as specified in final guidance from the Treasury.

 

The actual award payouts will be calculated using a ratable approach, where award payouts are calculated as a proportion of minimum, target and maximum award opportunities.  If actual performance falls between a performance level, the payout will also fall between the pre-defined performance level on a pro-rated basis.  A Plan participant must be an employee at the time of the award payout in order to receive a payout.  The result of the performance criteria is calculated as a percent of base salary for participants during the current Plan year.  Plan payouts will be made no later than 2.5 months after the year end.

 

EGBN has the right to recover any incentive payments that were made based on material misstatements or inaccurate performance metrics.

 

PLAN ADMINISTRATION

 

Responsibilities of the Compensation Committee:  The Compensation Committee has the responsibility to approve, amend, or terminate the Plan as necessary.  The actions of the Compensation Committee shall be final and binding on all parties.  The Compensation Committee shall also review the operating rules of the Plan on an annual basis and revise these rules if necessary.  The Compensation Committee also has the sole ability to decide if an extraordinary event(1) totally outside of management’s influence, be it a windfall or a shortfall, has occurred during the current Plan year, and whether the figures should be adjusted to neutralize the effects of such events.  After approval by the Compensation Committee, management shall, as soon as practical, inform each of the Plan participants under the Plan of their potential award under the operating rules adopted for the Plan year.

 

Responsibilities of the CEO:  The CEO of the Company administers the program directly and provides liaison to the Compensation Committee, including the following specific responsibilities: recommend the Plan participants to be included in the Plan each year.  This includes determining if additional employees should be added to the Plan and if any Plan participants should be removed from participating in the Plan.  Provide recommendations for the award opportunity amounts at threshold, target and maximum for tiers II and below.  The CEO will review the objectives and evaluations, adjust guideline awards for performance and recommend final awards to the Compensation Committee.  Provide other appropriate recommendations that may become necessary during the life of the plan.  This could include such items as changes to Plan provisions.

 

Amendments and Plan Termination:  The Company has developed the Plan on the basis of existing business, market and economic conditions, current services, and staff assignments.  If substantial changes occur that affect these conditions, services, assignments, or forecasts, the Company may add to, amend, modify or discontinue any of the terms or conditions of the Plan at any time with approval from the

 

 

Compensation Committee.  The Compensation Committee may, at its sole discretion, terminate, change or amend any of the Plan as it deems appropriate.

 

MISCELLANEOUS

 

Reorganization:  If the Company shall merge into or consolidate with another company, or reorganize, or sell substantially all of its assets to another company, firm, or person such succeeding or continuing company, firm, or person shall succeed to, assume and discharge the obligations of the Company under this Plan.  Upon the occurrence of such event, the term “Company” as used in this Plan shall be deemed to refer to the successor or survivor company.

 

Tax Withholding:  The Company shall withhold any taxes that are required to be withheld from the benefits provided under this Plan.

 

Designated Fiduciary:  The Company shall be the named fiduciary and Plan Administrator under the Plan.  The named fiduciary may delegate to others certain aspects of the management and operation responsibilities of the Plan including the employment of advisors and the delegation of ministerial duties to qualified individuals.

 

No Guarantee of Employment:  This Plan is not an employment policy or contract.  It does not give the Plan participant the right to remain an employee of the Company, nor does it interfere with the Company’s right to discharge the Plan participant.

 

(1) An extraordinary event may include a merger, acquisition or divestiture that was not outlined in strategic plan, investment gains or losses, changes in capital cost structure, unplanned branch openings, unexpected and strong sales oriented addition to staff, and increase of 50% or more of collection expenses.

 

 

INCENTIVE RANGES, AND AWARD OBJECTIVES

 

Eagle Bancorp, Inc.

 

	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
Proposed Incentive Ranges
    	
 
    	
Award Objectives
    	
 
    
	
Tier
    	
 
    	
Name
    	
 
    	
Position
    	
 
    	
Threshold
    	
 
    	
Target
    	
 
    	
Maximum
    	
 
    	
Bank
    	
 
    	
Strategic
    	
 
    	
Dept/Ind*
    	
 
    
	
I
    	
 
    	
Ron   Paul
    	
 
    	
Chairman   and CEO
    	
 
    	
17.5
    	
%
    	
35.0
    	
%
    	
70.0
    	
%
    	
50
    	
%
    	
25
    	
%
    	
25
    	
%
    
	
II
    	
 
    	
Susan   Riel
    	
 
    	
Sr.   EVP & COO of the Bank
    	
 
    	
15.0
    	
%
    	
30.0
    	
%
    	
60.0
    	
%
    	
50
    	
%
    	
25
    	
%
    	
25
    	
%
    
	
III
    	
 
    	
Thomas   Murphy
    	
 
    	
Chief   Financial Officer
    	
 
    	
12.5
    	
%
    	
25.0
    	
%
    	
50.0
    	
%
    	
60
    	
%
    	
15
    	
%
    	
25
    	
%
    
	
III
    	
 
    	
James   Langmead
    	
 
    	
President   Community Banking
    	
 
    	
12.5
    	
%
    	
25.0
    	
%
    	
50.0
    	
%
    	
65
    	
%
    	
10
    	
%
    	
25
    	
%
    
	
III
    	
 
    	
Janice   Williams
    	
 
    	
Chief   Credit Officer
    	
 
    	
12.5
    	
%
    	
25.0
    	
%
    	
50.0
    	
%
    	
70
    	
%
    	
10
    	
%
    	
20
    	
%
    
	
VI
    	
 
    	
Michael   Flynn
    	
 
    	
COO   of Eagle Bancorp
    	
 
    	
10.0
    	
%
    	
20.0
    	
%
    	
40.0
    	
%
    	
35
    	
%
    	
25
    	
%
    	
40
    	
%
    
	
VI
    	
 
    	
Larry   Bensignor
    	
 
    	
SVP
    	
 
    	
10.0
    	
%
    	
20.0
    	
%
    	
40.0
    	
%
    	
75
    	
%
    	
10
    	
%
    	
15
    	
%
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
Percent of Salary
    	
 
    	
Weighting of Award
    	
 
    

 

NOTE:           Threshold, target and maximum payout thresholds have been established for each tier in order to ensure competitive payouts and budget costs associated with this program.

 

 

2011 Senior Staff Incentive Goals

 

	
 
    	
 
    	
Paul
    	
 
    	
Riel
    	
 
    	
Murphy
    	
 
    	
Flynn
    	
 
    	
Langmead
    	
 
    	
Williams
    	
 
    	
Bensignor
    	
 
    	
Target
    	
 
    
	
Net   Income
    	
 
    	
50
    	
%
    	
15
    	
%
    	
15
    	
%
    	
15
    	
%
    	
20
    	
%
    	
10
    	
%
    	
15
    	
%
    	
$
    	
21,727,715
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
NPAs
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
25
    	
%
    	
 
    	
 
    	
 
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Strategic   Alignment
    	
 
    	
25
    	
%
    	
25
    	
%
    	
10
    	
%
    	
25
    	
%
    	
15
    	
%
    	
10
    	
%
    	
10
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Loan   Growth (Period End)
    	
 
    	
 
    	
 
    	
 
    	
 
    	
10
    	
%
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
10
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
DDA   Growth (YTD Average)
    	
 
    	
 
    	
 
    	
 
    	
 
    	
25
    	
%
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
10
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
MMA   Growth (YTD Average)
    	
 
    	
 
    	
 
    	
 
    	
 
    	
15
    	
%
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
10
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Efficiency   Ratio
    	
 
    	
 
    	
 
    	
20
    	
%
    	
 
    	
 
    	
 
    	
 
    	
20
    	
%
    	
10
    	
%
    	
 
    	
 
    	
57.32
    	
%
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Non Traditional Fee Income (aggregate)
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
30
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Expenses (Salaries, Benefits, Other Expenses)
    	
 
    	
 
    	
 
    	
15
    	
%
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
$
    	
56,432,257
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
NIM
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
20
    	
%
    	
 
    	
 
    	
 
    	
 
    	
3.92
    	
%
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Individual   Deposits
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
20
    	
%
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Charge   Offs
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
25
    	
%
    	
 
    	
 
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
Dept/Individual   Performance
    	
 
    	
25
    	
%
    	
25
    	
%
    	
25
    	
%
    	
40
    	
%
    	
25
    	
%
    	
20
    	
%
    	
15
    	
%
    	
*
    	
 
    
	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    	
 
    
	
 
    	
 
    	
100
    	
%
    	
100
    	
%
    	
100
    	
%
    	
100
    	
%
    	
100
    	
%
    	
100
    	
%
    	
100
    	
%

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00203-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00203-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00203-of-00352.parquet"}]]